BAA Human Resources.

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        BAA HUMAN RESOURCES                UNIT 2



BAA is committed to inspiring people to excel through demonstrating the highest levels of personal performance, clear leadership and recognition of significant achievement. They aim to create an innovate environment which encourages teamwork, sharing and learning, and open communications, and which produces measurable performance improvement. They are also committed to providing a healthy and safe working environment, and to giving safety and security the highest priority at all times.


BAA adapt a rigorous recruitment and selection process to ensure that successful applicants thrive within the organisation. This process will vary depending on the position, but will usually include the completion of an application form and a selection interview. For graduate recruitment the process also includes assessment centres and psychometric testing.

A number of different skills are required for the different positions to which they recruit. In general terms, they look for motivated, enthusiastic individuals who will thrive in a continually changing environment.

Motivation of employees

BAA motivate employees in a number of ways, examples of which include giving staff the opportunity to develop their skills through training and development programmes. They operate a policy of internal promotion. Staff vacancies are advertised internally first, to ensure that individuals within the company are given the opportunity to develop and gain experience in different parts of the organisation.


BAA is currently embarking on a significant change programme to drive increased business effectiveness through use of technology. They are developing computerised systems to create a technical environment, enabling the business to achieve greater efficiencies, as well as redesigning their processes and organisation structures to minimise cost and maximise their service to customers. This constitutes a major change in working practices. As with any change management programme there will be some redeployment and retraining. Enterprise will deliver better management data including baseline human resources figures, from which it is intended to report future progress. It will also help individual employees to take charge of their own careers and free people from some administrative tasks.


BAA has numerous training programmes and is currently creating an umbrella for all work-related training and development in the model of a virtual university, where the ability to learn will be flexible and accessible. The model will be a virtual one in that no one place will be regarded as the learning centre. Learning will take place in all parts of the organisation at all times.

Scottish Airports is a gold patron of Young Enterprise Scotland and each airport is actively involved in supporting local Young Enterprise events. Secondary school pupils gain experience of running real companies. BAA managers develop their business communication and leadership skills by coaching and mentoring the young people.

Glasgow’s engineering department sets a technology challenge each year for the Young Engineers Clubs in Scotland. This year the challenge was a runway lighting problem, which encouraged the young engineers to exercise their ingenuity in a real engineering environment.

At Heathrow, a Union Learning Fund (ULF) project for employees has been successful in raising awareness of the benefits of enhancing basic key skills. The ULF fund was used for an adult education programme in literacy and numeracy aimed at the City & Guilds 9282 course. Partners in the project were Heathrow Airport, the TGWU, AEEU, PCS, TUC Bargaining for Skills London, North East London and Kingston colleges. As a result of the project, perceived as a model of excellence, The Basic Skills Agency is to use Heathrow as a backdrop to launch its new employer-based initiative on the development of basic skills within the workforce.

BAA pension and share schemes

Over 95% of permanent airport business employees are members of the BAA pension scheme, which has 7,000 active members and 5,500 pensioners. The trustees of the scheme include employees, pensioners and an independent trustee. BAA’s commitment to helping people to give of their best means they must encourage professional development and lifelong learning.

BAA is committed to maintaining a strong relationship with retired employees. All pensioners have benefited from annual retirement payments in line with the retail price index. The pensioners run contact clubs to network, keep in touch with former colleagues and discuss various issues. The company organises six annual reunions each year. In keeping with BAA’s encouragement and facilitation of lifelong learning, three-day pre-retirement courses are held for retirees and their partners.

BAA continues to run Save As You Earn (SAYE) schemes, and some 63% of eligible employees applied for SAYE options under the 1999 annual offer. 40% of applicants opted for three-year and 60% for five-year savings contracts. The average monthly saving committed by staff under the 1999 offer was £90. Over 1,500 employees applied for monthly savings of £100 or more, representing 17% of the take-up.

Join now!

BAA also runs a successful Give As You Earn scheme, encouraging employees to make charitable contributions by matching them from company funds.

Ensuring competitive rewards

BAA continues to monitor its pay in relation to the marketplace. The performance related elements of the total remuneration package, in the form of annual bonus schemes, are being continually developed to ensure that employees’ objectives are aligned with wider stakeholder objectives.

Equal Opportunities policy 

For  BAA  to  achieve  its  mission, to be the most successful airport company in the world, they must realise the full potential of all their ...

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