'British Airways'- Evaluation of Recruitment & Selection Strategy of the company

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British Airways - Evaluation of Recruitment and Selection Strategy of the Company

Introduction

A British Airways (BA ) is one of the leading international airlines . It is based at London Heathrow Airport in London , England and it has branches in many other countries in the world . It has the position of chief executive officer (CEO ) as the highest office , which is helped by a Board of Directors (BOD , which is appointed by stakeholders . The company is also made up of various departments , some of

them include department of finance , department of transportation , department of human resources , department of disaster management , department of information technology and many more . Generally it is made up of the upper management , the middle management and the lower management , that coordinate the work of the other staff members (Seib , 2002 ,

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The recruitment as well as selection strategy of British airways human resource management team is such that it is flexible and accommodating It gives room for the quality skills and it is to a good extend restrictive as it demands extensive experience . It also calls of a creative as well as on innovative mind (Seib , 2002 ,

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The strategy is such that , for example the position of the Interim Manager , requires one to be involved in major restructuring of Business Management division . The person to be recruited will also be reporting directly to chief Executive officer (CEO ) who forms part of the senior management team . He will also have to conduct company overview , so that he may highlight strengths as well as weaknesses of the company from the strategy of corporate as well as HR management perspective . He will also be required to provide recommendation , as well as implementation , plans to Board and to introduce network groups to meet with the CEO ( Seib 2002 ,

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The person or candidate will be required to lead the change management process in regarding the expansion of the company to include many site working . He will also be involved in the planning of the workforce considering the culture change . He will also be upskilling directors as well as managers regarding employees ' issues of relations . He will conduct skills analysis of the line of all senior managers . Another expectation is to coach senior managers in the line of remote management . Apart from that he will also have to train HR Assistant in employment law as well as HR processes be ready to act as his mentor (Seib , 2002 ,

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The position of HR advisor requires someone who will provide advice to directors , line managers as well as employees among other duties (Seib 2002 ,

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Moreover it is the duty of personnel manager to present HR strategies to the board of directors . This position requires someone who is to recruit , select and induct training . He will also be responsible in creating as well as ensuring compliance of new HR policies (Seib , 2002 br

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The Personnel Manager - head of department is allowed by...