Human Resource Management Report: British Airways Staffing Analysis

This report provides an analysis of Human Resource Management (HRM) practices within British Airways, focusing on staffing, job descriptions, and recruitment processes. The report begins with an overview of human resource planning, emphasizing the importance of analyzing organizational objectives, demand and supply, and existing human resources to estimate manpower gaps. It details the roles and responsibilities of staff, including the required number of employees, working hours, and job objectives. The report then explores the recruiting process, including internal and external factors, and the analysis of job descriptions and person specifications. It outlines the roles and responsibilities of an Airport Operations Manager, including required skills, work schedules, and experience. The report concludes with a discussion of recruitment advertising methods, including internal and external approaches, and the use of social media. The report showcases how British Airways manages its human resources to deliver new flight services and maintain operational efficiency. This document is contributed by a student to be published on the website Desklib, which provides all the necessary AI based study tools for students.

Human Resource
Management

Table of Contents
1.2 Human resource plan based on an analysis of supply and demand ....................................3
3.1 Job description and person specification...............................................................................4

1.2 Human resource plan based on an analysis of supply and demand
Human resource planning is a major function of HR for an organisation because it helps
in analysing the need of human resource in future and to determine the current manpower of the
organisation and utilizing them. British Airways has decided to deliver new flight services to
their customers for which they need a proper execution plan. For this, many points have to be
taken into considerations while making the plan like selection of suitable candidates with
appropriate skills required, etc. The Assistant HR officer of British Airways has to follow certain
steps to make a effective plan and they are as follows:
Analysing organisation objectives- It is very important for AHR officer of British
Airways to analyse the main objective of the organisation to help the employees of finance,
marketing, production and various departments to understand their roles in the organisation and
guides them to work in a desired manner. Time frame should be enabled because it leads the staff
to work effectively and efficiently. For example, to execute new flights services the plan will
need approx 5 months to achieve its normal functioning phase.
Analysing demand and supply- HR plan involves analysing the demand and supply
which results in determining the number and kind of candidates required for the organisation.
The AHR officer of British Airways will be required to evaluate the available internal as well as
external sources to accomplish the job requirements. As, there are 6 new flights in the summer
season and 3 flights for the rest of the year. There will be requirements for large number of staff
during the peak season and each flight requires at least staff of 10 members.
Availability of existing human resource- The AHR officer will analyse the availability
of existing manpower in the company which helps them in executing the various job
requirements. This can be patterned through evaluation of the internal and external sources. For
example, to deliver airline services the company needs 10 members of staff in a flight. Among
which 7 will be recognised as air hostess and 3 will be appointed as cabin crew staff. Air hostess
are required to give services to the customers and to instruct them with various rules at times.
Cabin crew staff is required to welcoming the customers and guiding them to their respective
seats and seeing safety measures to be delivered properly.

Estimating manpower gap- AHR officer of British Airways is required to analyse the
manpower gap by examination the demand and supply within the organisation sources. Deficits
leads to selection of new candidates and surplus ratio results in terminating the undesired ones.
Designing the action plan- AHR officer of British Airways and other concerning
members have planned a appropriate structure and in regard of the plan they have recruited,
transferred and trained employees within the organisation to achieve the desired goal. Generating
the new flight services to customers requires proper development of the staff members and
training sessions to help them in doing their job in a desired manner. For example, after
recruiting the staff for British Airways new flights the staff members should be given language
trainings to deal with the customers from different nations effectively.
Demand and Supply for British Airways
Staff duties – The role of staff required are as under:
 The staff will be responsible for managing and fulfilling the requirements of the
passengers.
 To check on passengers comfortableness and basic needs.
 To provide training to the airport staff and to evaluate the emergency procedure if any.
 Resolving the issues of the customer with calmness and good communication skills.
Number of staffs – As per the mentioned scenario in British Airways, the staff required is
10 candidates for each flight among which 7 will be recognised as air hostess and 3 will be
appointed as cabin crew staff. The duration of the flight will be four hours and their are four
flights from Heathrow and Four returning flights during the peak time.
Hours of working – The flying hour and working are different things. The maximum
hours for Airport Operation manager will be 60 hours in 7 days, 110 hours in 14 days and 182
hours in 28 days.
British Airways flight to Madeira:
British
Airways
Flights Area
Job roles Staff needed
(persons)
Predicted
turnover (%)
Staff to be
recruited (%)
Total
workforce (%)
Check in area Managing
passengers
with their
5 15.00% 3 8

luggage
Checking
areas
Verifying
details
properly
2 10.00% 3 5
Help desk Addressing
queries of
passengers
3 12.00% 3 6
Rest room
area
Ensuring the
passengers to
be comfortable
3 16.00% 2 5
3.1 Job description and person specification
Recruiting process is defined as generation of applications for the selection of suitable
candidates for a suitable job in the organisation. The AHR officer of British Airways has to look
to the factors which affect the recruiting process-
 internal factors- these are the factors which are within the organisation and indulge in the
recruiting process in ways of size, selecting policies. As, British Airways is a large scale
organisation it must have a long recruiting process.
 External factors- these factors consist of factors which affect the process from outside the
organisation which includes labour laws, unemployment rate. The labour laws have a
impact on recruiting process of British Airways.
Recruiting process requires analysis of organisation needs before commencing its
process. It analyse the ratio of the required employees for the future endeavours of the business.
British Airways analyse this ratio on the basis of technical and non-technical skills for the job
and with the help of conducting survey within the employee's itself.
Analysing a job- It is defined as collective information about the job for which a
candidate is applying for. Job analysis process consists of:

Job description- this document contains the information of organisational and functional
activities of the job. It helps in stating the nature of the job very clearly. This document
highlights the primary responsibilities, academics criteria and challenges of the particular job
title. Job description can be of a great value to employers because with the help of this they can
analyse right candidates for the specific job role. Job description often results in a procedure
which assist in determining about the critical job role, how particularly job relates to others and
what characteristics are required for new employees for the particular job. Job description
primarily outlines the necessary skills, training and education needed by the suitable employee. It
is essential for managing and maintaining people in an organisation. It is required for defining
the roles clearly so that candidate can understand their job role and position.
Job specification- It specifies the required abilities and qualifications of the candidate to acquire
the job. It specifies the qualities and describes the academic background which a candidate
should posses.
Job design- After job analysis designing is the process which helps in work arrangement
to eradicate the discontentment between the employees. Job Title - Airport Operations Manager, British Airways. Roles and Responsibilities – The main duty is to give training to the employees for make
sure about safety and punctuality through Terminal 5. A candidate is required to manage
and maintain all the operations and functions. The airport operation manager will be
accountable for punctuality of flights from Heathrow. An employee must be capable to
make suitable decision which will help them in surviving in the market place. Also they
should have knowledge and ability to influence stakeholders and have to be confident to
direct and guide team members. Skills and capabilities – A candidate must consist leadership skills which will help them
in leading large team to motivate them to work in right direction. Employers always hire
those employee who have the quality to manage the required business operations as a role
of Airport Operation Manager. Managerial skills must be needed in the candidate which
will help them in managing all business operations.
 Work schedule – working hours are defined to the employee which are adopted by an
organisation according to the suitable time for the business activities to take place.

 Job Objectives – The main objective is to focus on safety and punctuality in the
business operations and functions of British Airways. Experience- The job profile requires experience around 3 to 5 years in a candidate.
Methods of recruitment advertising-
Internet has evolved recruitment techniques for the organisations, such as-
 Internal Recruitment- The AHR of British Airways can recruit the employees within the
organisation by posting the ad on company site or message boards.
 External Recruitment- British Airways can commence the recruiting process from
external sources.
 Print Advertising- The organisation can use the traditional ways to carry recruitment
advertising.
 Social Media- The AHR officer of British Airways can advertise through social media by
managing the accounts in a systematic manner.