24 Jun Past researches on BA rebranding which is done by Campbell (2012) evaluates some of the methods and processes that are relevant in the new age airline wherein he found out that BAs five key department
Past researches on BA rebranding which is done by Campbell (2012) evaluates some of the methods and processes that are relevant in the new age airline wherein he found out that BAs five key departments general performances are intertwined. In view of this, Stuart (2007) states that there is a need to have a proper selection of employees that will test a persons personality and integrity. Hongwei (2014) also examines the effectiveness of some methods that airlines employ in their recruitment processes in which he argues that some of the methods employed by BA do not have much impact. This is aligned with the findings of Kaufman (2008) which proved that there is an upsurge of competition in the airlines across the world which is why proper selection of world class employees is a factor that must be considered paramount. Finally, Briand & Kelvin (2008) investigated BAs general management structure to understand their concept of resource allocation in which they discovered that the Human Resources Department of BA borrows most of its operational criteria from the general management.
V. Objectives of the Research
The goals of the research are outlined below:
1. To determine the recruitment and selection process of BA.
2. To identify the challenges that are frequently encountered by BA.
3. To investigate the effectiveness of each process and highlight the steps that are normally taken to ensure that the applicants are fit for the role.
4. To evaluate and appraise each process and method used while comparing it with the airline industry standards and best practices.
5. To undertake a SWOT analysis of BAs selection process.
6. To gauge the perceptions of the general public about BAs employee selection process and identify points for improvement based on their comments and suggestions.
VI. Research Outcomes
This research is expected to provide tangible evidence on the effectiveness of BAs employee selection processes. This is because quality processes are a reflection of the general performances of the organization (Stuart 2007). Secondly, the paper will go into an in-depth understanding and provide a full report on the actual processes of recruitment as they happen together with the people who implement them. This is expected to reveal the strengths and/or flaws including the challenges that they encounter during their daily business operations. Thirdly, the research hopes to establish the level of satisfaction of the general public regarding the selection process of applicants who wish to join the company. To this end, it is expected that there will be sufficient feedback to serve as a basis for making a general review of the entire strategic composition of the recruitment and selection processes of the company. This will serve as the basis for the recommendations and potential improvements that will be presented to BA by the end of this study.
VII. Significance of the Research
This research is significant for several reasons. To start off, it is one of the most relevant topic of this course because it offers an opportunity to explore one of the most important issues in human resources management. Management of staff is important especially with the increasing number of workforce in different parts of the world. Staff recruitment gives an initial impression of what the company is about and how it strives to give value to their current and potential employees. It is only through an effective and efficient selection method that companies can ensure that they are selecting and recruiting the right kind of people for the job (Vinel 2013).
Secondly, this topic investigates one of the worlds most famous airlines. BA is a very large company and it is also one of the worlds most acclaimed airlines (Neely & Al Najjar 2006). Since the airline industry owes its success to the critical services they provide, analyzing one of the major players in the industry is both interesting and important (John 2009),
Furthermore, BA is in many ways the model airline in the industry (Neely & Al Najjar 2006). Whatever is done by BA is worth embracing or emulated by other airlines both within the UK and throughout the world. Therefore, an investigation of the recruitment and selection process at BA is sure to offer insights into the challenges that other airlines in the world might be facing.
Lastly, this topic aims to delve deep into one of the very intricate human resources management issues recruitment. Issues of human resources are among the most important aspects for organizations who are engaged in providing services particularly to their customers (Kaufman 2008). Unlike other companies such as those who manufacture products, organizations who offer services are almost entirely dependent on the quality of service that they give which in turn depends a lot on human resources (Kaufman 2008). Therefore, this research will shed light on how BA, a large service organization deals with human resources issues in general, with selection and recruitment in particular.
Finally, this research helps to understand the relationship between recruitment and selection process together with employee turnover. In the contemporary world, high employee turnover is becoming a major challenge faced by many organizations (Kaufman 2008). It is proven to be quite hard even impossible for organizations to retain their employees for long periods of time and most of it can be attributed to the rapid growth of globalization (John 2009). Given this fact, the proposed solution for organizations is to keep recruiting new staff who can take the positions left vacant by the departing ones. To this end, understanding how BA handles its recruitment process makes this research interesting
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