Role of HR and Employment Relation in British Airways

This report will describe about role of HR and Hr plan in British Airways. Also, it will discuss about employment relation in airline industry and employment laws. Moreover, it will describe on job role of a specific position in airline industry and selection process of British Airways.

LO 1

1.1 Role and purpose of HRM in British Airways

The HR plays a significant role in managing human resource. There are responsible for identifying HR requirement and fulfilling it. Also, they select right person at right place. It enables in performing business functions and attaining goals and objectives. In British Airways there are several role which is played by HR which are as follows :-

Planning and forecasting – It is the main purpose of HR as they are do forecast of how many employees are required for particular job role. Also, a plan is developed regarding how overall recruitment process will be done (Kianto, Sáenz, and Aramburu,  2017). beside this, HR identify job roles and person specifications. The forecasting shows in what department how many staff is needed. The plan include how training is provided, when, etc.

Training and development – this is another role of HRM in which they train employees and develop them for a specific job role. The training enables them to learn and gain skills of how to perform job task and roles. HRM develop schedule of training and what method will be used. They also help in career growth of staff.

Employee relationship – HRM also maintain employee relation with each other. For this they listen to their problems and solve it. Moreover, HR develop relation between managers and employees. They solve conflict among staff and communicate with them. Besides, employee feedback is taken to find out issues.

Monitoring of employees- it is function of HRM in which they monitor employee. It means they evaluate performance of employees and identify weak and strong skills. Thus, accordingly to it training is provided to them. In addition, they analyse staff behaviour as well. In this HRM also identify weak areas, difficulties faced by them, etc.

Purpose of Human Resource Management

Human Resource Management has purpose to achieve goal and objective of British Airlines. It can fulfil purpose of industry by increasing productivity, profit, effectiveness of workers.

To Improve Productivity: Main purpose of HRM is to improve and increase productivity of British Airlines. For that management has to recruit candidates who can justify duties and responsibilities of post (Bontis,  Janošević, and Dženopoljac,  2015). HRM also has to improve its recruitment process to hire qualified candidates. If well-qualified employees will work with British Airlines, productivity instinctively increase. Similarly, in British Airways HRM have enhanced efficiency of business. The staff is able to attain goals in effective way.

To Improve Quality of Work: To improve quality of work HRM should ensure about working environment. For example, workers are getting positive workplace or not, by giving them flexible working hours, adjust proper lighting in office, by encouraging and motivating them and by providing employees beneficial compensation, health and safety policies. These factors will help BA to improve work quality. In British Airways HRM have trained staff to provide customer service in less time. This has led to retaining of customers.

Soft and hard HRM – in this purpose HRM treat employees as resource and focus on needs of business. It means how much workforce is required. In soft HRM employee are treated as individual resources and their needs are fulfilled accordingly. It focuses on gaining competitive advantage through employee empowerment.

1.2 HR plan based on supply and demand in British Airways

HR planning is process of identifying current and future needs of work force. It is done in order to achieve goals and objectives (Chuang  and Lin,  2015). This is by developing a strategic plan and following a systematic process.

HR plan is as follows :-

 

LO 2

2.1 Current employment relations in airline industry

In every industry there are several laws and regulations of employment is followed. It binds company to maintain relation between employee and employer. The laws also enable in solving issues and ensuring that no discrimination is done (Gibbs,  MacDonald  and MacKay,  2015). It is necessary for organisation to maintain employee relations so that they are able to retain them for long term.

In airline industry the current employee relation focuses on several elements. The industry has maintained a specific structure of growth. It has enabled in setting a proper culture and allowing employees to work in better work condition.

Beside this, employee conflicts are solved through negotiation. In this trade union of British Airways that are Unite the Union and British Airline pilot association is involved. It has enabled in negotiating conflict and maintaining effective relation. Alongside, employees are allowed to participate in decision making (Bratton  and Gold,  2017). Their views are taken into consideration. This has resulted the airline industry to gain their satisfaction.

Moreover, airline industry has adopted conflict management which makes it easy to solve conflict. It has benefited in reducing number of conflicts as staff are able to work by maintaining strong and effective relations with each other and management as well. The managers are highly focusing on creating a positive culture. However, they try to listen to staff problem and support them to a great extent.

Grievances Procedure: This rule is especially involved by British Airways to settle down the conflicts between employee's in future like offence, injustice, disservice, criticism, outrage some employees and insult each other. It helped to take quick resolution if any of the above event occurs. Perhaps Airways keeps it mandatory to resolve the grievance of employees.

British Airways Work Culture: British Airways culture consists of etiquette, beliefs, behavior and attitude. There is activity conducted to refresh up the minds of the current employee's every possible one day in a week. This has helped employees to become a part of airways. This has created spiritual work environment where each employee feels comfortable to work in.

2.2 How employment law impact on management of British Airways

Human resource management of the entity are responsible for the training and other kind of management personnel to ensure these laws are being upheld throughout the firm. HR managers is one of responsible authority to protect the firm against discrimination. There are number of key laws that are defined in following manner as are-

Employment relation act 1999- this act provide many rights to employees in various areas such as maternity leave, trade union, employement agencies, part time work, etc. So, these all highly impact on management to take decision while taking this into considertion.

Employment right act 1996- this act is protect the right of labor and employees who have signed contract of employment. The contract must be provided to employees within 8 weeks. It clearly defines the relationship between employer and employee. This law impaact of management of BA.

Contract of employment – this contract in English law is a type of contract signed between employer and employee this act provides staff legal rights to work in airline industry. the contract consists of rules, regulations and policies that are followed by them. Thus, it impacts on BA management as they have to work under this act.

Equal pay act 1970- This is act that provides right to an individual of the same contractual benefits and pay as the individual of opposite sex within the same employment (Gibbs,  MacDonald  and MacKay,  2015). The main aim of this act is to prohibit the discrimination on the basis of sex, sexual orientation, childbirth and pregnancy etc.

Health and safety act 1974- This is the act that provides the framework to protect the safety, health and welfare of all the workers. It is law that that is framed out to for securing the health and welfare to the individuals.

National minimum wages act 1998- It is act that relates with minimum pay to individual. Therefore, from April 2018 per hour wages for workers was about £7.83  for workers aged above 25 and  £7.38 per hour for the workers whose age is between 21 to 24. Each employee has right to get wages that authorised by the law for their work.

Age discrimination act 2006- This law is for both vocational training programmers and employment. Therefore, this is unlawful to make discrimination on the basis of harass and victimize the applicants of job. It is law that protects the employees of age of 40 years above in relation to promotion, discharge and privileges of employment.

Henceforth, this all acts that mentioned above affects the management of HRM. The Human resource of the enterprise are bound to follow the rules that are prescribed by the law.

 

TASK 3

3.1 Discussion on job description and personal specifications.

 

 

3.2 Compare selection process of different service industry

Every industry is having their own selection which differs from another. It is because the process is based on job position and requirements. Apart from it, there are different procedure and methods followed in it. Moreover, company can also follow different selection process within same industry. It is done to select right candidate for right job. The process can vary on basis of steps or on selection criteria. Similarly, comparison of service industry process is as follows :-

 

TASK 4

4.1 Contribution of training and development in effective operation in British Airways

T&D are important aspect in abc. It allows employee to learn skills and knowledge to perform various operations. Alongside, staff gain knowledge which helps in their career growth. However, they put more efforts in achieving goals. In this way operational efficiency is enhanced and staff contribute.

Benefits of training: Training programs plays an important role in enhancing the professional expertise among employees. British airways conduct various training programs such as cabin crew training, training for safety work procedures and other job oriented training (Gibbs,  MacDonald  and MacKay, 2015). Training programs helps individuals to understand the professional needs of their job role as well as organizational needs so that quality services can be provided by the employees. Training programs provide expertise to individuals so that professional errors or negligence can be avoided.

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Difference between training and development:

The key difference between training and development is that training helps employees to develop skills and knowledge in accordance to specific job roles or job requirements. On the other hand development programs are educational process which emphasis on overall growth and development of employees (DedeoÄŸlu  and Demirer,  2015). Thus, training is short term and serves the purpose for immediate needs while development programs aimed at long term goals and designed for meeting the future requirements. Another difference between both of these learning processes is that training are usually group focused while development is more personalised and vary from individuals needs.

Training types: There are mainly two types of training named as on job training and off job training.

On the job training: On job trainings are provided by the professionals at work site so that individuals can gain learning by performing the tasks. These trainings gives opportunities to learner so that they can learn by performing. Since it is provided at work place it can affect the work. For instance the candidates who join British Airways are trained at work place regarding safety policies so that they can make themselves aware of organisational policies.

Off the job training: These types of training are provided at different locations from the work place. This type of training aims at providing theoretical knowledge to the individuals so that when at work site they can deliver accurate outcome. British airways flight training at global learning academy is one of the example of this training. This training does not affect the work as it is provided in different environment.

Need and role of training

In British Airways the need of training is to train them for doing specific task. They gain knowledge and skills through which activities are performed. In company the training is require to improve quality of customer service (Widodo,  and SU,  2018). Also, it enables in gaining satisfaction of customers by providing them services in less time. Through it, goals and objectives are attained in effective way. This also increases staff efficiency and boost their confidence. Moreover, by learning knowledge they apply in their work. It enhances their skills and results in growth.

It can be summarised that training and development has highly contributed in improving British Airways operational efficiency. The staff are able to work in team and perform tasks in creative way. Furthermore, they have learned how to tackle or manage critical situation and achieve goals in time. It also supports in creating a positive culture and maintaining quality of services. The staff help other in completing task. They share ideas and views to managers.

CONCLUSION

From report it can be concluded that there are HRM plays crucial role in managing employees within an organisation. The role of HRM is to plan and forecast work force requirement, monitor employee performance, etc. Their purpose is to improve productivity and quality of work, soft and hard HRM, etc. In British Airways HR plan is developed on basis of supply and demand. The airline industry has adopted conflict management, negotiation practice, etc to maintain employee relations. Moreover, there are several employment laws that impact HR of British Airways such as employment relation act, employee right act, etc. Cabin crew require specific skills and knowledge in it. In British Airways and Transport for London selection process varies.

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