UK Airlines

8/4/2019 UK Airlines

1/5

Title

The effects of rationalising the equal opportunities and

management of diverse workforce in UK airlines industry.

Introduction

UK airline industry is going through many difficulties in past

few years like terrorism, recession, competition due to

globalisation etc. to tackle with this difficulties some of the

airline industries accepted change of management andorganisation restructure. human resource management plans and

strategies have been also changed by the industry and operating

activated also been changed. recession is the biggest problem

which affected airline industry adversely and due to this they

doing cut backs to avoid this problem. Cuts back is the main and

simplest way to tackle with this economic problem which is

suggested in some researches and literatures. Human resource

management should taken into mind some factors like trust ofstaff, training and development of diverse workforce, maintain

talent, agreements etc. before attaining cuts of or downsizing.

Every organisation should follow this downsizing which is

essential or may not be essential in complicated business

situations.

This report explains the effects of rationalising the equal

opportunities and management of diverse workforce in UKairlines industry. It also tells the policies related to equal

opportunities and workforce diversity management set up by

human resource management of airline industry of UK. There

are some more methods rather than cut of which is discuss in

this report can be used in such situations and very common in

business activities. Some strict policies related to equal

opportunities and work force diversity is explore in this report.


2/5

Aim and objectives:

The main aim of this report is to find out the effects of

rationalising the equal opportunities and management of diverseworkforce in UK airlines industry. It also tells the policies set up

by human resource management of UK airline industry related

to equal opportunities and diverse workforce. This report also

aim to explore the consequences of cut of on human resource

management and their policies which are already there.

Moreover it also tells the reaction of staff towards this decision

of downsizing which is taken by airline industry and its

consequences on maintaining good staff.

Research questions:

Did UK airline industry imminent in the direction of cut of and

did they dwell with long term planning of strategies.

What is the attitude of UK airline industry related to equal

opportunity and diverse workforce management.

Did UK airline industry originate policies cut of by human

resource management to know the gains from equal

opportunities and work force diversity.

What are the effects of cut of on the staff from dissimilar airline

industries.

Literature review:

There is most of literature on human resource cut of related to

equal opportunity and workforce diversity management. After

going through many research papers and literatures there are

many consequences related to equal opportunities and

management workforce diversity from staff cutback. Humanresource cut of is cut back employees and workforce to handle


3/5

the critical situation in business this is mentioned by scholars. It

is the most common method which is used by the organisations

to tackle with unfavourable conditions in business. The human

resource cut of used by many companies and organisations

during economic recession time to face the problem of

economic depression, to save on costs and cut fixed overhead

costs organisation use downsizing. Some methods related to

downsizing of staff are early retirement, declining the casual

worker contracts, outsourcing etc. this cut of used by

organisations to gain competitive advantage and to improve

performances of business in complicated business conditions.

Cut of is not a strategic solution for the industry to face theeconomic recession in unfavourable condition but it is a method

or approach of human resource management. The cut of or cut

down in staff always first choice of human resource

management for saving costs and to I prove business practises.

Cut of method never consider with the consequences and

impacts on the employees. This approach is used by human

resource management to reduce fixed cost by cut down on staff,

reducing functions of organisation and number of departments.In the organisation this cut of approach can be adopted at any

level. Some of the company make long term human resource cut

of which is consider with reduction of workforce from

organisation which will not done in future again.

On this cut of strategy adopted by organisations there are some

arguments as well. This strategy is used to cut down cost and

stakeholders of the industry may not be affected by itsometimes. Cut of is not able to achieve objectives of the

business what they want and sometimes one is not able to

measure its effectiveness in the business. Moreover cut down

staff by human resource management always create problems in

the organisation and always create issues related to survival of

employees. There are less literature of positive effects of cut of

in the organisation on employees and they do not consider it as

personal growth and development on the other hand its negative


4/5

effects lasts for so long and affect the business performances

adversely. It also affect companies reputation in the market.

Methodology and data collection:This report is expressive and illustrative. This report tells the

effects of cut in diverse workforce in UK airline industry. It also

provide some proof of cut of which is carried out in British

airways in 2009. This cut of in British airways affect them badly

and result in strike by their staff members. Several type of

information and data is needed for this research questions which

are mentioned above so expressive and illustrative methods aresuitable for this study.

The primary data gathered from Heathrow international

terminals 12345, data is collected through staff. The methods

used is by providing questionnaires to the staff and by short

interviews. British airways which is at terminal 4 is specially

targeted in this report. The secondary data is gathered from

global airlines which also adopt this policy of cut of staff in

2002-2009. Then try to find out consequences of cut of in equalopportunity and workforce diversity by using primary data. In

addition, data is collected by using interviews methods with

upper management and human resource management of

dissimilar airlines in the UK in this report.

Data analysis:

Six point scale and likest method is used to examine data. Thisreports research is done through expressive and illustrative

methodology. So to know the perfect answers of the research

question dimensional examination method can be used.

Qualitative data is compared with secondary data. Secondary

data is take n from primary data. From primary research

qualitative data is obtained they all provide in a horizontal form

for better comparisons.


5/5

Limitations:

1). The insight of human resource manager, staff, upper levelmanagement is explore in this research report. It will not take

opinions and observations of stakeholders of the business.

2). This research report is based on UK airlines industry and

Heathrow airport specially terminal 12345. There are some more

companies associated with UK airlines at Heathrow airport.

UK Airlines

Documents

Transcript of UK Airlines