Comprehensive Analysis of HRM Strategies in British Airways Report
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This report provides a detailed analysis of Human Resource Management (HRM) practices within British Airways. It begins by explaining the purpose and scope of HRM, highlighting its importance in aligning workforce with organizational objectives. The report then delves into various approaches to recruitment and selection, evaluating their strengths and weaknesses. It explores HRM practices that benefit both the company and its employees, such as performance management, training and development, and relationship management, while also examining different methods used in HRM and their effectiveness in increasing organizational output and revenue. Furthermore, the report discusses the significance of employee relations in HRM decision-making and the impact of employment legislation. Finally, it applies HRM practices in a work-related context, providing specific examples of how British Airways implements these strategies to achieve its goals.
HUMAN RESOURCE MANAGEMENT
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CONTENTS
INTRODUCTION................................................................................................................................... 1
LO – 1...................................................................................................................................................... 1
Explaining the purpose and scope of HRM in British Airways.........................................................1
Strengths as well as weaknesses of varied approaches to recruitment & selection............................3
LO – 2...................................................................................................................................................... 4
Varied HRM practices that benefits the British Airways and its employees......................................4
Different methods used in HRM practices and its effectiveness in increasing organizational output
and revenue....................................................................................................................................... 5
LO – 3...................................................................................................................................................... 6
Significance of employee relation in impacting HRM decision making............................................6
Important elements and aspects of employment legislation and their impacts...................................7
LO – 4...................................................................................................................................................... 8
Application of HRM practices in work related context by using particular example.........................8
CONCLUSION......................................................................................................................................11
REFERENCES......................................................................................................................................12
INTRODUCTION................................................................................................................................... 1
LO – 1...................................................................................................................................................... 1
Explaining the purpose and scope of HRM in British Airways.........................................................1
Strengths as well as weaknesses of varied approaches to recruitment & selection............................3
LO – 2...................................................................................................................................................... 4
Varied HRM practices that benefits the British Airways and its employees......................................4
Different methods used in HRM practices and its effectiveness in increasing organizational output
and revenue....................................................................................................................................... 5
LO – 3...................................................................................................................................................... 6
Significance of employee relation in impacting HRM decision making............................................6
Important elements and aspects of employment legislation and their impacts...................................7
LO – 4...................................................................................................................................................... 8
Application of HRM practices in work related context by using particular example.........................8
CONCLUSION......................................................................................................................................11
REFERENCES......................................................................................................................................12
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INTRODUCTION
For any business corporation, human resource are regarded as the most vital assets in
relation with skills as well as abilities. Workforce and individuals within the organization are
liable to manage the whole task responsibly. Some of their crucial tasks includes promoting,
recruiting, vetting, hiring, administration of the firm and on boarding of the employees. Thus, it
can be said that human resource is that department of the firm which deals with effective
management and makes sure that the best work practices are in place every time. They are also
accountable for creating and executing policies of the firm (Gilmore and Williams, 2009). The
current research report also deals with explaining the purpose and scope of the human resource
management in British Airways. As a HR manager of the company, the main task is to
restructure the department as a part of organization change. The report will include discussion
of HR function, approaches to workforce planning, effectiveness of employee relation, factors
affecting the human resource management decision making and application of HRM practices
significantly.
LO – 1
Explaining the purpose and scope of HRM in British Airways
British Airways is one of the leading airline company based in UK that carries the most
international air passengers as compared to other airlines. The company has adopted best HR
practices with extra-ordinary leaders in place. They have their operations in many parts of the
world and thus, they have portrayed the perfect HR management approaches to manage the
diverse human asset. Furthermore, modern human resources tools as well as techniques are
being adopted by British Airways that helped them in achieving an edge over the firms
operating in the market (British Airways, 2018). They secured number one position as
employer of choice in the industry.
Human resource are being considered as a lifeblood for the reputed firms like British
Airways. The workers and the managers maintains good democratic policies and engagement
strategies. The workforce planning process in the firm supports in linking the employees with
their pre-determined objectives. Furthermore, it identifies the skills requirement, knowledge
and experience and consequently, brings up the right amount of people on right place and time.
The primary purpose of human resource management within British Airways is to determine
the vacant position of the firm and hiring staff members accordingly. In addition to this, the
HRM is also responsible for planning, establishing objectives and structuring the firm for its
betterment. Other than this, the human resource management also deals with motivating the
1
For any business corporation, human resource are regarded as the most vital assets in
relation with skills as well as abilities. Workforce and individuals within the organization are
liable to manage the whole task responsibly. Some of their crucial tasks includes promoting,
recruiting, vetting, hiring, administration of the firm and on boarding of the employees. Thus, it
can be said that human resource is that department of the firm which deals with effective
management and makes sure that the best work practices are in place every time. They are also
accountable for creating and executing policies of the firm (Gilmore and Williams, 2009). The
current research report also deals with explaining the purpose and scope of the human resource
management in British Airways. As a HR manager of the company, the main task is to
restructure the department as a part of organization change. The report will include discussion
of HR function, approaches to workforce planning, effectiveness of employee relation, factors
affecting the human resource management decision making and application of HRM practices
significantly.
LO – 1
Explaining the purpose and scope of HRM in British Airways
British Airways is one of the leading airline company based in UK that carries the most
international air passengers as compared to other airlines. The company has adopted best HR
practices with extra-ordinary leaders in place. They have their operations in many parts of the
world and thus, they have portrayed the perfect HR management approaches to manage the
diverse human asset. Furthermore, modern human resources tools as well as techniques are
being adopted by British Airways that helped them in achieving an edge over the firms
operating in the market (British Airways, 2018). They secured number one position as
employer of choice in the industry.
Human resource are being considered as a lifeblood for the reputed firms like British
Airways. The workers and the managers maintains good democratic policies and engagement
strategies. The workforce planning process in the firm supports in linking the employees with
their pre-determined objectives. Furthermore, it identifies the skills requirement, knowledge
and experience and consequently, brings up the right amount of people on right place and time.
The primary purpose of human resource management within British Airways is to determine
the vacant position of the firm and hiring staff members accordingly. In addition to this, the
HRM is also responsible for planning, establishing objectives and structuring the firm for its
betterment. Other than this, the human resource management also deals with motivating the
1
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staff members so that they work hard towards goal achievement (Ferguson and Reio Jr, 2010).
Further, it also drives to recruit right people with adequate skills and abilities at the right
position. In other words, they are responsible for hiring efficient people so that goals are met.
Therefore, it can be said that the purpose of HRM in British Airways is planning, developing as
well as managing the programs and policies so that it can be used by the employees effectively.
It is mainly concerned with the people at work and their relations within the firm. Some of the
function of HRM applicable to workforce planning are being described underneath:
Human resource planning – It is the first function of the HR department which
significantly encompasses anticipating the vacancies, describing the job description,
planning for the requirements of the job and identifying the sources of recruitment.
Establishing objectives and managing organization – The main function here
comprises grouping the activities of the employees, assigning them different work
duties, delegation of authorities and function and coordinating the activities (Lengnick-
Hall and et.al, 2009). The HR department of British Airways establishes goals for the
workers and structures the organization effectively so that all the desired outcomes are
achieved successfully.
Recruitment and selection – This function makes sure that right people are recruited at
right time and place. Effective direction, control and monitoring of the employees is
done to make sure that they possess capabilities required for the current job.
Motivation – This is another crucial function of human resource department of the firm.
The main purpose of this function is to inspire and motivate workers so that they can
work willingly and attains the gaols of the organization. This is successfully given by
British Airways through career planning, ensuring morale of the employees, cordial
relationships, administering the salaries and establishing provision related to safety and
welfare (Bach, 2009).
Training and development – In order to develop competencies within the employees,
this function is quite essential. Each and every staff member should be trained so that
they can carry out their job duties effectively. The training and development programs
in British Airways makes sure that the workers are capable enough of carrying out their
acceptable jobs efficiently.
Strengths as well as weaknesses of varied approaches to recruitment & selection
Focusing in relation with the recruitment and selection process of British Airways, it is
very vital for them like any other organizations. Recruitment simply encompasses determining
2
Further, it also drives to recruit right people with adequate skills and abilities at the right
position. In other words, they are responsible for hiring efficient people so that goals are met.
Therefore, it can be said that the purpose of HRM in British Airways is planning, developing as
well as managing the programs and policies so that it can be used by the employees effectively.
It is mainly concerned with the people at work and their relations within the firm. Some of the
function of HRM applicable to workforce planning are being described underneath:
Human resource planning – It is the first function of the HR department which
significantly encompasses anticipating the vacancies, describing the job description,
planning for the requirements of the job and identifying the sources of recruitment.
Establishing objectives and managing organization – The main function here
comprises grouping the activities of the employees, assigning them different work
duties, delegation of authorities and function and coordinating the activities (Lengnick-
Hall and et.al, 2009). The HR department of British Airways establishes goals for the
workers and structures the organization effectively so that all the desired outcomes are
achieved successfully.
Recruitment and selection – This function makes sure that right people are recruited at
right time and place. Effective direction, control and monitoring of the employees is
done to make sure that they possess capabilities required for the current job.
Motivation – This is another crucial function of human resource department of the firm.
The main purpose of this function is to inspire and motivate workers so that they can
work willingly and attains the gaols of the organization. This is successfully given by
British Airways through career planning, ensuring morale of the employees, cordial
relationships, administering the salaries and establishing provision related to safety and
welfare (Bach, 2009).
Training and development – In order to develop competencies within the employees,
this function is quite essential. Each and every staff member should be trained so that
they can carry out their job duties effectively. The training and development programs
in British Airways makes sure that the workers are capable enough of carrying out their
acceptable jobs efficiently.
Strengths as well as weaknesses of varied approaches to recruitment & selection
Focusing in relation with the recruitment and selection process of British Airways, it is
very vital for them like any other organizations. Recruitment simply encompasses determining
2
the needs of the firm so that effective individual can be appointed from numerous application
being received for the vacant job position. In contrast, the selection process comprises selecting
the appropriate applicant from the pool of applicants so that the post is filled (Herzberg,
Mausner and Snyderman, 2011).
Varied firms have diverse hiring needs and thus, based on the level of engagement, long
term prospect and exclusivity, different recruitment models are followed in the business. There
are many models of recruitment such as contingency, retained, exclusive, outplacement,
recruitment process outsourcing and executive search. These models are being selected by
British Airways as the demand occurs. Generally, the firm follows contingency hiring wherein
they give hiring to many consultants when they come across any requirement of human
resource and ask them to send resumes. Underpinning the discussion further, there are many
sources of recruitment and selection like promotion, transfer, employee referral, placement
agencies, job analysis, advertisement, competencies tests, assessment test, behavioural
interviews and many more. There are some strengths as well as weaknesses in all these methods
and a brief description of it is done in the subsequent paragraph:
Internal source of recruitment & selection
Strengths Weaknesses
This method of recruiting employees is much
more cost effective
The scope of talent is very limited in case of
internal source of recruitment & selection
It is faster than the external source of
recruitment
Many a times this method leads to
discrimination within the firm (Shen, 2015)
It involves less risk of appointing unqualified
staff
Employees who are not promoted might feel
demotivated
External source of recruitment & selection
Strengths Weaknesses
High scope of appointing talented employees
from outside the organization
Sourcing people from external source
involves huge amount of money
Promotion of the brand of British Airways
externally
It is a time consuming process and job
positions are not filled at the right time
Organization can select efficient employees
from pool of applicants (Torrington and et.al.
High risk of employing unqualified applicant
for the vacant job position
3
being received for the vacant job position. In contrast, the selection process comprises selecting
the appropriate applicant from the pool of applicants so that the post is filled (Herzberg,
Mausner and Snyderman, 2011).
Varied firms have diverse hiring needs and thus, based on the level of engagement, long
term prospect and exclusivity, different recruitment models are followed in the business. There
are many models of recruitment such as contingency, retained, exclusive, outplacement,
recruitment process outsourcing and executive search. These models are being selected by
British Airways as the demand occurs. Generally, the firm follows contingency hiring wherein
they give hiring to many consultants when they come across any requirement of human
resource and ask them to send resumes. Underpinning the discussion further, there are many
sources of recruitment and selection like promotion, transfer, employee referral, placement
agencies, job analysis, advertisement, competencies tests, assessment test, behavioural
interviews and many more. There are some strengths as well as weaknesses in all these methods
and a brief description of it is done in the subsequent paragraph:
Internal source of recruitment & selection
Strengths Weaknesses
This method of recruiting employees is much
more cost effective
The scope of talent is very limited in case of
internal source of recruitment & selection
It is faster than the external source of
recruitment
Many a times this method leads to
discrimination within the firm (Shen, 2015)
It involves less risk of appointing unqualified
staff
Employees who are not promoted might feel
demotivated
External source of recruitment & selection
Strengths Weaknesses
High scope of appointing talented employees
from outside the organization
Sourcing people from external source
involves huge amount of money
Promotion of the brand of British Airways
externally
It is a time consuming process and job
positions are not filled at the right time
Organization can select efficient employees
from pool of applicants (Torrington and et.al.
High risk of employing unqualified applicant
for the vacant job position
3
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2011)
LO – 2
Varied HRM practices that benefits the British Airways and its employees
In the airline industry, British Airways is quite successful for its excellence in adopting
human resource management practices between all people of the firm. There are different
advantages of HRM practices both to the management of the firm and its employees and some
of them are being explained in the below paragraph:
Performance Management – This is being regarded as one of the most crucial human
resource management practices being run by British Airways (Rose and Kumar, 2006).
The firm make use of mobile application by which the management can easily check
and give direction to the performance of the employees. Further, the staff members can
also get benefits as they receive instant feedback from the supervisor at the right time
and there performance is improved.
Training and Development – Since, human resource operate the whole business, they
are most essential element of the firm. For making their employees more skilful, British
Airways imparts training according to their competency level. This enhances the
performance of the workers and organization in turn gets higher level of productivity.so
it is advantageous both to the management and employees.
Relationship Management – Better working environment as well as teamwork helps in
building cordial relationship amid the management and workers. The human resource
management also creates appropriate working culture within the firm that leads to good
relation between the workers. There is better understanding amid the employer and
workers and help each other if any issue occur (Boxall and Purcell, 2011).
Motivation – Employees work hard to earn some money and when both employer and
workers work in coordination with each other, productivity is increased. It becomes
easy to achieve the pre-determined goals of the firm and an edge over the rivalry firms
in the market. Through controlling, directing as well as motivating staff members, high
level of performance is achieved which in turn increases the profitability for British
Airways.
Flexible Working Options and Practice – This is again the most important practices of
human resource management that helps in promoting flexible working hours as well as
job rotation options for the workers. Here, both the management and workers can carry
out their work activities comfortably because they can easily manage their personal as
4
LO – 2
Varied HRM practices that benefits the British Airways and its employees
In the airline industry, British Airways is quite successful for its excellence in adopting
human resource management practices between all people of the firm. There are different
advantages of HRM practices both to the management of the firm and its employees and some
of them are being explained in the below paragraph:
Performance Management – This is being regarded as one of the most crucial human
resource management practices being run by British Airways (Rose and Kumar, 2006).
The firm make use of mobile application by which the management can easily check
and give direction to the performance of the employees. Further, the staff members can
also get benefits as they receive instant feedback from the supervisor at the right time
and there performance is improved.
Training and Development – Since, human resource operate the whole business, they
are most essential element of the firm. For making their employees more skilful, British
Airways imparts training according to their competency level. This enhances the
performance of the workers and organization in turn gets higher level of productivity.so
it is advantageous both to the management and employees.
Relationship Management – Better working environment as well as teamwork helps in
building cordial relationship amid the management and workers. The human resource
management also creates appropriate working culture within the firm that leads to good
relation between the workers. There is better understanding amid the employer and
workers and help each other if any issue occur (Boxall and Purcell, 2011).
Motivation – Employees work hard to earn some money and when both employer and
workers work in coordination with each other, productivity is increased. It becomes
easy to achieve the pre-determined goals of the firm and an edge over the rivalry firms
in the market. Through controlling, directing as well as motivating staff members, high
level of performance is achieved which in turn increases the profitability for British
Airways.
Flexible Working Options and Practice – This is again the most important practices of
human resource management that helps in promoting flexible working hours as well as
job rotation options for the workers. Here, both the management and workers can carry
out their work activities comfortably because they can easily manage their personal as
4
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well as professional life. In addition to this, it also supports in enhancing loyalty from
the workers and there is promotion of positive behaviour within the firm (Kossek and
Thompson, 2016).
Different methods used in HRM practices and its effectiveness in increasing organizational
output and revenue
The main objective of human resource management of every firm is to augment the
revenue as well as output of the business through maintaining effective development of human
resource practices. Focusing towards the British Airways, it is quite popular for its innovative
HR approaches as well as corporate culture. For the purpose of improving the productivity of
the workers and profits, the company has used new engagement mobile app known as ‘My
team’ which is being trailed by more than 2000 workers through 250 line managers (). This is an
example of innovative practices to engage all staff members and management in one frame.
Moreover, it also makes sure proper employee interaction on right time and place. The
effectiveness of all such HRM practices in relation with augmenting the organizational profits
and productivity are as follows:
Performance Appraisal – It is the process through which performance, behaviour and
job related attributes of the employees is measured, controlled and evaluated. The main
aim of this approach is to manage people of the firm and achieving its objectives. With
this system in place, the supervisor of the British Airways get a chance to insist the
workers that the firm in showing interest towards their performance as well as
development. It is appositive motivational tool that impacts the productivity of the
workforce and reaps out better results which increases the profitability of the firm
(Govaerts and et.al, 2013).
Career Management – It is a process that states selection and setting personal goals and
creating plans for attaining those goals. British Airways arranges on-site workshops that
supports both the management and employees in learning the ways of taking charge of
their careers, interests, values and abilities. Furthermore, the firm has also developed
employee career centre and learning accounts for offering business briefings, talent
banks and maintaining internal job. This enhanced the morale of the staff members and
they had an important influence on their level of production. This also increases the
profitability of the firm in longer period of time.
Training and Development – Seeking help from this HRM practice, the skills and
abilities of the employees can be developed. An employee who is trained have better
5
the workers and there is promotion of positive behaviour within the firm (Kossek and
Thompson, 2016).
Different methods used in HRM practices and its effectiveness in increasing organizational
output and revenue
The main objective of human resource management of every firm is to augment the
revenue as well as output of the business through maintaining effective development of human
resource practices. Focusing towards the British Airways, it is quite popular for its innovative
HR approaches as well as corporate culture. For the purpose of improving the productivity of
the workers and profits, the company has used new engagement mobile app known as ‘My
team’ which is being trailed by more than 2000 workers through 250 line managers (). This is an
example of innovative practices to engage all staff members and management in one frame.
Moreover, it also makes sure proper employee interaction on right time and place. The
effectiveness of all such HRM practices in relation with augmenting the organizational profits
and productivity are as follows:
Performance Appraisal – It is the process through which performance, behaviour and
job related attributes of the employees is measured, controlled and evaluated. The main
aim of this approach is to manage people of the firm and achieving its objectives. With
this system in place, the supervisor of the British Airways get a chance to insist the
workers that the firm in showing interest towards their performance as well as
development. It is appositive motivational tool that impacts the productivity of the
workforce and reaps out better results which increases the profitability of the firm
(Govaerts and et.al, 2013).
Career Management – It is a process that states selection and setting personal goals and
creating plans for attaining those goals. British Airways arranges on-site workshops that
supports both the management and employees in learning the ways of taking charge of
their careers, interests, values and abilities. Furthermore, the firm has also developed
employee career centre and learning accounts for offering business briefings, talent
banks and maintaining internal job. This enhanced the morale of the staff members and
they had an important influence on their level of production. This also increases the
profitability of the firm in longer period of time.
Training and Development – Seeking help from this HRM practice, the skills and
abilities of the employees can be developed. An employee who is trained have better
5
comprehension in regards with his or her job responsibilities and duties. They also
perform accurately (Costen and Salazar, 2012). Moreover, training helps them to carry
out their current work duties effectively and make them more aware in regards with
future roles. Firm in turn also gets good level of profitability by superior level of
performance of the workers.
Recruitment and Termination – Firm recruits talented applicant from internal or
external sources at the time of any vacancy within the organization. When the
applicants are recruited and hired from the competitive business, they can deliver
valuable data in regards with their rivalry firms and they can achieve an edge in the
market. In addition to this, if internal recruitment is used than motivation level of
existing employees is boosted up which leads to increased productivity. However by
sacking out an unproductive worker from the business can result in more revenue for the
firm (Hislop, 2013).
Reward System – It is considered as an important practice for increasing the profits and
productivity of the organization. At British Airways, employees receives both intrinsic
as well as extrinsic rewards for their high level of performance. These practices
enhances their satisfaction level and also augments their production level. They are
inspired to work more and willingly for meeting out their targets and standards.
Consequently, this system offers an aid to the firm to sustain in the market for longer
period of time and gain substantial profit in longer period of time.
LO – 3
Significance of employee relation in impacting HRM decision making
For any organization, its employees are the main driving force. It is crucial to have good
and better relations with the staff members for building a suitable working environment. If the
staff members work in coordination with each other as a team than better results can be reaped
out from the business. In the same case, if the decisions are taken by all the employees
collectively than it will be more efficient. This is because, they will share their opinions, ideas,
views and thoughts and then come towards an agreement. Furthermore, good relationship also
helps in having more engaged employees in work. British Airways always make efforts to
create such environment that encourages effective communication between the workforces
(Polachek and Tatsiramos, 2008).
Throwing light in relation with the human resource management decision making, it
involves certain stages which is impacted by the employee relation within the firm. For
6
perform accurately (Costen and Salazar, 2012). Moreover, training helps them to carry
out their current work duties effectively and make them more aware in regards with
future roles. Firm in turn also gets good level of profitability by superior level of
performance of the workers.
Recruitment and Termination – Firm recruits talented applicant from internal or
external sources at the time of any vacancy within the organization. When the
applicants are recruited and hired from the competitive business, they can deliver
valuable data in regards with their rivalry firms and they can achieve an edge in the
market. In addition to this, if internal recruitment is used than motivation level of
existing employees is boosted up which leads to increased productivity. However by
sacking out an unproductive worker from the business can result in more revenue for the
firm (Hislop, 2013).
Reward System – It is considered as an important practice for increasing the profits and
productivity of the organization. At British Airways, employees receives both intrinsic
as well as extrinsic rewards for their high level of performance. These practices
enhances their satisfaction level and also augments their production level. They are
inspired to work more and willingly for meeting out their targets and standards.
Consequently, this system offers an aid to the firm to sustain in the market for longer
period of time and gain substantial profit in longer period of time.
LO – 3
Significance of employee relation in impacting HRM decision making
For any organization, its employees are the main driving force. It is crucial to have good
and better relations with the staff members for building a suitable working environment. If the
staff members work in coordination with each other as a team than better results can be reaped
out from the business. In the same case, if the decisions are taken by all the employees
collectively than it will be more efficient. This is because, they will share their opinions, ideas,
views and thoughts and then come towards an agreement. Furthermore, good relationship also
helps in having more engaged employees in work. British Airways always make efforts to
create such environment that encourages effective communication between the workforces
(Polachek and Tatsiramos, 2008).
Throwing light in relation with the human resource management decision making, it
involves certain stages which is impacted by the employee relation within the firm. For
6
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instance, the first step in the HRM decision making is evaluating and defining the problems.
Many a times it happens that decisions come along with some kind of problems. Thus, if there
is good relationship between the workers than they will work collectively and determine the
problems easily. Further, HRM needs to search for the options for solving problems. If there is
healthy employee relations at work than better results can be extracted. Team members will be
involved and they will share their ideas and thoughts and better alternative solutions can be
developed. In addition to this, if all employees will work as a team than they will evaluate the
alternative solution effectively. They will collect the options and with democracy of workers
analyse and select the best option to solve the problem. Thus, it can be said that employee
engagement is directly linked with the sense of value and ability of the employees to offer
feedback in regards with the best solution (Blyton and Turnbull, 2004).
Important elements and aspects of employment legislation and their impacts
Each and every business makes use of some laws and legislation related to employment.
Employment legislation generally deals with duties as well as legal rights of both employer and
the employees. In regards with British Airways, the employment standards legislation provides
least standards wherein the management of the firm is free to create policies that helps in
enhancing the corporate culture. This system might influence the human resource management
decision making because it is concerned with rights and responsibilities of the workers. All of
these employments legislations influences the decision making of HRM as if all these laws are
maintained strictly than the workers will act sincerely and the firm can make effective
decisions. Some of the key aspects and elements of employments legislation are being defined
in the subsequent paragraph:
Equal Pay Act 1970 – Under this act, employees are protected to get equal
compensation and treatment irrespective of their caste, religion, gender and race.
Concerning this, British Airways offers opportunity to all and no discrimination is done
in male and female (Huselid, 2015).
Sex Discrimination Act 1975 – In United Kingdom, this act protects the discrimination
that takes place amid men and women in regards with their marital status or gender. The
HRM of the firm should need to take into account the following areas while taking any
decisions and it includes employment, harassment, education, training and disposal of
premises.
Employment Relation Act 1999 – This employment legislation supports the workers in
developing and maintaining cordial relationship amid the management and the workers.
7
Many a times it happens that decisions come along with some kind of problems. Thus, if there
is good relationship between the workers than they will work collectively and determine the
problems easily. Further, HRM needs to search for the options for solving problems. If there is
healthy employee relations at work than better results can be extracted. Team members will be
involved and they will share their ideas and thoughts and better alternative solutions can be
developed. In addition to this, if all employees will work as a team than they will evaluate the
alternative solution effectively. They will collect the options and with democracy of workers
analyse and select the best option to solve the problem. Thus, it can be said that employee
engagement is directly linked with the sense of value and ability of the employees to offer
feedback in regards with the best solution (Blyton and Turnbull, 2004).
Important elements and aspects of employment legislation and their impacts
Each and every business makes use of some laws and legislation related to employment.
Employment legislation generally deals with duties as well as legal rights of both employer and
the employees. In regards with British Airways, the employment standards legislation provides
least standards wherein the management of the firm is free to create policies that helps in
enhancing the corporate culture. This system might influence the human resource management
decision making because it is concerned with rights and responsibilities of the workers. All of
these employments legislations influences the decision making of HRM as if all these laws are
maintained strictly than the workers will act sincerely and the firm can make effective
decisions. Some of the key aspects and elements of employments legislation are being defined
in the subsequent paragraph:
Equal Pay Act 1970 – Under this act, employees are protected to get equal
compensation and treatment irrespective of their caste, religion, gender and race.
Concerning this, British Airways offers opportunity to all and no discrimination is done
in male and female (Huselid, 2015).
Sex Discrimination Act 1975 – In United Kingdom, this act protects the discrimination
that takes place amid men and women in regards with their marital status or gender. The
HRM of the firm should need to take into account the following areas while taking any
decisions and it includes employment, harassment, education, training and disposal of
premises.
Employment Relation Act 1999 – This employment legislation supports the workers in
developing and maintaining cordial relationship amid the management and the workers.
7
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Thus, decisions regarding sharing information, allocating responsibilities, team work
and collaboration should be taken by the human resource department considering this
act (Cully, 2009).
Work and Families Act 2006 – Under this act, the employees gets the right to take
paternal or maternity leaves, flexible working options and adopting leaves. British
Airways cannot refuse their employees if he or she wants leave coming under this
section (Boella and Goss-Turner, 2013).
LO – 4
Application of HRM practices in work related context by using particular example
Job specification for “Cabin Crew” in British Airways
Information about the role
Title Cabin Crew
Establishment British Airways
Purpose
The main aim of the job is to making sure safety as well as
comfort of the passengers traveling in the airline. Excellent
services should be delivered taking into account the needs of the
customers
Basic accountabilities
Health, safety, comfort and hygiene of the passengers
Performing duties with standards prescribed by EASA
Offering first aid to the passengers (Airline cabin crew: job
description, 2018)
Readiness for emergency exists and making sure that all
related equipments are being present
Needed qualification
Certification in regards with travel & Tourism or hospitality
industry
Fluency in English
Capabilities to work in shifts
Curriculum vitae
Career objective – To secure a challenging position in a reputable business corporation where
my knowledge, experience and skills are expanded. Securing a responsible career opportunities
and contributing towards the success of the firm.
8
and collaboration should be taken by the human resource department considering this
act (Cully, 2009).
Work and Families Act 2006 – Under this act, the employees gets the right to take
paternal or maternity leaves, flexible working options and adopting leaves. British
Airways cannot refuse their employees if he or she wants leave coming under this
section (Boella and Goss-Turner, 2013).
LO – 4
Application of HRM practices in work related context by using particular example
Job specification for “Cabin Crew” in British Airways
Information about the role
Title Cabin Crew
Establishment British Airways
Purpose
The main aim of the job is to making sure safety as well as
comfort of the passengers traveling in the airline. Excellent
services should be delivered taking into account the needs of the
customers
Basic accountabilities
Health, safety, comfort and hygiene of the passengers
Performing duties with standards prescribed by EASA
Offering first aid to the passengers (Airline cabin crew: job
description, 2018)
Readiness for emergency exists and making sure that all
related equipments are being present
Needed qualification
Certification in regards with travel & Tourism or hospitality
industry
Fluency in English
Capabilities to work in shifts
Curriculum vitae
Career objective – To secure a challenging position in a reputable business corporation where
my knowledge, experience and skills are expanded. Securing a responsible career opportunities
and contributing towards the success of the firm.
8
Work Experience – Worked as cabin crew in ‘Virgin Atlantic’ where my responsibilities
include:
Roles and Responsibilities undertaken
Carrying out safety checks
Responsible for safety and comfort of the passengers
Attending pre-flight bookings
Serving meals and drinks
Contribution towards Customers in-flight experience
Education and academics
Diploma in Flight Attendant
MBA in Hospitality
Computer knowledge
Well versed with the use of computers
Knowledge of cockpit’s apparatus
Personal Details
Date of Birth: MM/DD/YY
Languages known: English, German, Russian
Preparatory notes for interviews
For so many endeavors in life, preparation is being regarded as the key. It is vital to
prepare a list of questions prior interview so that better hiring decision can be made. Further, it
is also vital to strike a balance amid active note taking as well as listening. In the current case, a
cabin crew’s job position needs to be filled so questions and criteria’s should be prepared
accordingly.
Selection Criterion:
Mastery in spoken English
Perfect eyesight
Efficient in communication
Good looking and confident
Between the age group 18-26 year
9
include:
Roles and Responsibilities undertaken
Carrying out safety checks
Responsible for safety and comfort of the passengers
Attending pre-flight bookings
Serving meals and drinks
Contribution towards Customers in-flight experience
Education and academics
Diploma in Flight Attendant
MBA in Hospitality
Computer knowledge
Well versed with the use of computers
Knowledge of cockpit’s apparatus
Personal Details
Date of Birth: MM/DD/YY
Languages known: English, German, Russian
Preparatory notes for interviews
For so many endeavors in life, preparation is being regarded as the key. It is vital to
prepare a list of questions prior interview so that better hiring decision can be made. Further, it
is also vital to strike a balance amid active note taking as well as listening. In the current case, a
cabin crew’s job position needs to be filled so questions and criteria’s should be prepared
accordingly.
Selection Criterion:
Mastery in spoken English
Perfect eyesight
Efficient in communication
Good looking and confident
Between the age group 18-26 year
9
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