Professional Documents
Culture Documents
1.0 Title……………………………………………………………………………….03
2.0 Introduction.………………………………………..………………….…………04
3.1 Behaviour change for gap between demand & supply of work force….o4
4.1 Numerical
flexibility……………………………………………………………………………… 05
4.2 Functional
Flexibility………………………………………………………………………………..05
4.3 Temporal
Flexibility……………………………………………………….…………….…………..05
4.4 Locational
flexibility………………………………………………………………………
…………06
~ 2 ~
Human Resource Planning and Recruitment strategy.
~ 3 ~
2.0 INTRODUCTION
~ 4 ~
dissatisfaction might be Couse of more worse situation when come
boom economy. They would be face shortage of skilled labour. This job
cut will save money in short term but may cause more cost for long
term. In BA case it would be big cost for recruiting and training cabin
crew again. On the other hand one of BA’s competitor emirates air,
they continuing their business as normal. They can catch skilled
personnel in this time very cheap. In recession there is an opportunity
for companies to let go of expensive labour in their work force if it
happen through voluntary redundancies strategy not by force
redundancy. In BA there are 1000 employees took voluntary
redundancy policy.
Cross training the employees is the way to leverage existing talent pool.
Because of economic recession organisation lay off workers, no hiring on
to replace the post, those left who ask behind to do more outside their
normal job. Train people in other job roles to avoided burnout or leaving
employees unprepared to take on new task. British Air ways train crew to
do more jobs before lay off workers and it gave them positive result. In my
selected company British Air has found some type of flexibility chance
that are shows bellow:-
~ 5 ~
Functional flexibility is the other requirement for organisation within bad
situation. Because of fund constrain. Worker has to do more task than
before. Multi skilled employees get more priority than before. Multi skilled
people can be quickly redeployed as situations change. (Beardwell and
Holden, 2001).It also give employer more capacity to protect employees
dissatisfaction as like BA, who train pilots to do more job when cabin crew
strike. To achieve functional flexibility employees has to require high
degree of skill and training that could be high cost and should be
compensated by high wages.
British Air can get advantage using work force which is flexible in terms
of time. They can employ people for need basis. Company can introduce
six month holiday with minimum wages. In summer time airline industry
demand go high so that they need more people. During bad time
company retain the work force without big overhead cost.
Most of the company try to recruit potential candidate but job market by
average candidate who are apply for all jobs. In the time of economic
downturn Company has to be redefined their recruitment strategies. It has
to be emphasizing on key initiative and issues of company. It can be just
kept at the suitable level for general recruitment marketing and
recruitment white spot has to be more emphasize in organisation. The
~ 6 ~
general business objective has to be united with recruitment strategies.
On the basis of basic need top management define the gaps in the current
human capital and HRM function define job position with management
and then job position can be posted and advertise. the strategy is job
position should be advertise one and very complex way as the top
potential in the market can make picture their own on the organisation
and can make plan to survive from recession. As BA said they plan to
recruit people on different terms and condition. If organisation able to
show their future to top talents, they design strategy on their own, but
recruitment strategy has to be smart enough to catch their minds and to
raise their attention. It would be beneficiary for organisation if they use
recruitment partner during recession, it helps company to retain focus in
its core activities.
6.0 Conclusion
References:
Anthony W.P, Perrewe P.L. and kacmar K.M (1996) Strategic human
resource management, orlando : Harcourt college brace publishers.
~ 7 ~
Dyer,s.(1998) Flexibility models: A critical analysis : International
journal of man power,19:4:220-235
www.BBC.co.uk
www.ba.com
~ 8 ~