A critical evaluation of how human resource management strategies impact on employees

This dissertation explores the human resource management strategies adopted by Ryanair and their impacts on employees. It includes a literature review, research methodology, results and findings, and recommendations for improvement.

Dissertation
(A critical evaluation of how human resource management strategies impact on
employees)

ABSTRACT
The main purpose of this report is to explore the current human resource management
strategies adopted in Ryanair and the impacts they have on the employees in the organisation.
This is the main objective and to achieve this, various activities have been followed
systematically and effectively. The first activity is introduction that was take place by developing
research aim and objective. It help researcher in conducting another activity that is literature
review. It is basically a part of secondary information which as gathered from various sources
involving articles, books, Journals and many more. These are useful sources adopted by
researcher for fulfilling investigation gap and achieving aims & objectives. One of the main
activity is research methodology which was done by describing various forms of research
methodologies such as inductive approach, interpretivism, cross-sectional and so on. All the
results were analysed by using frequency distribution analysis which is an analytical tool and
assist researcher in analysing quantitative data in a proper manner. Conclusion as well as
recommendations are the last task which involve data regarding all activities clearly and
properly. Some of the suggestions are also provided which are related with topic. Thus, main
purpose of conducting this research was attained in a timely and successfully manner.

Table of Contents
ABSTRACT.....................................................................................................................................2
TITLE: “A critical evaluation of how human resource management strategies impact on
employees”. A Case study of Ryanair, UK.....................................................................................4
INTRODUCTION...........................................................................................................................4
Background of the topic.........................................................................................................4
Background of the company...................................................................................................4
Rationale for the research.......................................................................................................4
Research aim:.........................................................................................................................5
Research objectives:...............................................................................................................5
Research Question:.................................................................................................................5
Type of research methodology used to implement project....................................................5
Literature Review.............................................................................................................................6
Human resource strategies adopted by Ryanair.....................................................................6
Impacts of the human resource strategies used in Ryanair on their staff members...............8
Human resource management approaches in a business setting............................................9
Research Methodology..................................................................................................................10
Results and Findings......................................................................................................................17
Analysis of Results........................................................................................................................28
Theme 1: Human resource strategies adopted by Ryanair...................................................28
Theme 2: Impact of the human resource strategies used in Ryanair on their staff..............29
Theme 3: Human resource management approaches in a business setting..........................29
Conclusion.....................................................................................................................................30
Recommendations..........................................................................................................................31
REFERENCES..............................................................................................................................33

TITLE: “A critical evaluation of how human resource management strategies
impact on employees”. A Case study of Ryanair, UK
INTRODUCTION
Background of the topic
Human resource are the asset for an organisation that help businesses to attain higher
growth and success at marketplace. It is significant for a company to ensure that its employees
are satisfied at workplace as it directly impact on the execution of activities as well as
performance of an organisation. There are various human resource management strategies
adopted by business entities in order to satisfy employees, improve their productivity level,
motivate them towards work and so on (Anwar and et. al., 2020). Human resource management
strategies is vital as it facilitate higher productivity and profitability to an organisation The main
objective of conducting this investigation is to evaluate how human resource management
strategies impact on the employees. A literature review pertaining to investigation topic will be
conducted. The research methods used along with their justification is explained. In the last,
some of the recommendation is given to company to improve its human resource management
strategies.
Background of the company
For conducting the research, Ryanair is chosen as a base company. It is a low-cost airline
that was established in year 1984 and headquarter in Ireland. The company operates around 400
Boeing and is giving services in more than 225 destinations. In the present time, company is
facing issue associated to its employees and for this the study is conducted in order to evaluate
HR strategies adopted by Ryanair and its impact on staff members.
Rationale for the research
The main purpose of conducting this research is to evaluate how human resource
management strategies impact on the employees working in organisation. In addition to this, the
study is beneficial for researcher in both personal and professional context (Belgrave and Seide,
2019). In relation to professional, it help in gaining insight about HRM strategies used by
companies and how it impact on the overall employees performing at workplace, which will help
researcher where it work. In relation to personal, it assist in improving and learning skills such as

time management, decision-making, data collection, communication and interaction, data
interpretation and many more. This will also assist researcher to conduct research systematically
and effectively and also help to grab opportunities in coming future.
Research aim:
“ To explore the current human resource management strategies adopted in Ryanair and
the impacts they have on the employees in the organisation”.
Research objectives:
 To critically examine the human resource strategies adopted by Ryanair.
 To examine the impacts of the human resource strategies used in Ryanair on their staff.
 To analyse proven human resource management approaches in a business setting.
 To provide recommendations to Ryanair to improve their human resource practices for
positive impacts on their employees.
Research Question:
 What are the human resource strategies adopted by Ryanair?
 What are the impacts of the human resource strategies used in Ryanair on their staff?
 Which human resource management approaches are proven for business setting?
 What recommendations can be made to Ryanair to improve their human resource
practices for positive impacts on their employees?
Type of research methodology used to implement project
Research methods is a process for gathering as well as analysing information associated
with the research. There are mainly two types of research methods that is quantitative and
qualitative method (Haak-Saheem and Festing, 2020). For conducting the present research, both
methods is used by investigator in order to collect both primary and secondary information.
Quantitative method is used for collecting and analysing primary information and for this survey
is adopted. On the other side, Qualitative method is used for collecting secondary information
which is source from various sources that is journals, articles and so on.

Literature Review
It is a significant and important part of a dissertation as it assist researcher in collecting
secondary data in a systematic and proper manner. In addition to this, there are various sources
which will be useful and significant for researcher in collection of secondary data regarding the
evaluation of how human resource management strategies impact on employees. In addition to
this, this part involves viewpoint of authors regarding the research questions (Ellen and et. al.,
2019). The main purpose of this section is to properly identify research gaps within previous
research. Within the present research, the main gap is the impact of human resource strategy on
employees. In previous conducted research, the data were available about the human resource
strategies used by companies in order to manage is employees. In addition to this, the
information available about importance of human resource strategies that assist organisation in
attaining objectives, but is insufficient information about impact of HR strategies on employees.
This is a main gap & to overcome with this gap, investigator will need to follow research
question. All this will support in achievement of research aim as well as objectives and also
fulfilment of missing data gap. The research question of present study will be mentioned below:
Human resource strategies adopted by Ryanair
As per the view point of Geriant Harvey, (2020), It is determine that human resource is
one of the essential part of an organisation which leads to attainment growth as well as success at
marketplace. In addition to this, it is vital for a business entity to make employees motivated and
satisfied at workplace as it directly impact on their performance and efficiency level in a positive
manner. It is analysed that human resource management is an extensive approach to manage the
scenario of employees and environment along with organization culture. It is determined that
there are various human resource strategies used by companies with an objective to give benefit
to its employees and to satisfy as well as manage them in an effective manner. The strategies
used by respective organisation is discuss below:
Recruitment and selection: The company make use of effective recruitment and
selection techniques in order to acquire and hire talent at workplace (Human resource in
Ryanair, 2017). It mainly focuses on the management, recruitment and general direction of the
people who work within an organization. In addition to this, the company emphasis on recruiting
the right person at right place or the person who have the skills, ability and enough knowledge to

to attempt for completion of project. Thus, client is requested to provide us appropriate brief with
specific guidelines so that we can start the work.
Thank-you!!perform activities and deal with situations. This help company to improve its
performance level and gain growth as well.
Training and development: It is undertaken as one of the important HR strategy that
help company to enhance its performance. In context to human resource department of Ryanair,
Ryanair provides effective training and development session to its employees in order to
develop their skills and knowledge level which in turn help in both personal and professional
growth (Hieu and Nwachukwu, 2020). In addition to this, Ryanair focuses that employees are
organizations greatest assets as without them business functions could not be implemented as
well as completed. Moreover, respective organisation help its employees to perform their work,
compensating them for their performance, and resolve their issues rapidly. All this allow Ryanair
to retain as well as engage employees for longer time period.
Rewards and recognition: The company provide rewards to its staff members of their
good performance and follow the policy of input equals to output which directly mean that
organisation provide benefits to its employees equal to their hard work put in achievement of
objectives. The company provide both monetary and non-monetary rewards to its staff members
as it make employees feel value and motivated at workplace. Along with this, Ryanair encourage
its employees by giving them rewards, incentives and appraisal as per their performance as it
motivate them which leads to employee satisfaction and retention (Human reosurce
management, 2020). This also help company to execute activities and provide service to
customers in a proper manner that affect on brand image and performance of organisation in a
positive manner.
Retirement benefits: It is analysed that Ryanair also provide retirement benefits to its
staff members which shows company believe that employees are the asset of their organisation
which make them lead towards growth and success. In addition to this, it develop a positive mind
set of employees due to which they put efforts in attaining organisational goals timely and
effectively.
Performance assessment: The Human resource department of Ryanair conduct
performance analysis of its employees on continuous manner as it assist company to find where

its employees lack so that improvements take place timely and properly. Along with this, it also
allow staff members to enhance both personal and professional growth in an effective manner.
All the above strategies allow Human resource department and higher authorities of
organisation to manage its employees effectively and properly (Wehmeier and Schoeneborn,
2018). In addition to this, it also help company to satisfy, retain and improver performance of
employees which in turn leads to increase in performance and profitability of the company.
Impacts of the human resource strategies used in Ryanair on their staff members
According to Ahmed (2020) human resource strategies adopted by business organisations
influence daily operations of their employees and has an impact on employee behaviour.
Training and development is part of human resource development strategies of business firms.
This strategy aims to develop new skills in employees so that they can expand their role in the
company. Apart from this training and development sessions of the company focus on enhancing
existing skills of employees so that they gain proficient level abilities. This HR strategy has
positive impact on the company as the firm gains effective trained and proficient employees. The
impact of this HR strategy on employees includes increased participation of employees in
various activities as they believe tariffing and development programmes are key to their
professional growth (Chakraborty and Biswas, 2020). Apart from this, training and development
increases employee motivation and encourages them to improve their skills to advance in their
career. Rewarding and appreciating employees which contribute to development of the company
is a successful HR strategy as it increases employee motivation and helps the company retain
talented employees. The main impact of this strategy on the workforce is that it acts as a
motivator to improve their performance. In addition to this, reward strategy connect employees
to the company which plays an important role in retaining talented employees for a longer time
period (Effects of HRM on Workplaces, 2020). Performance management is an HR strategy
which involves collaborating with the workforce to ensure continuous growth in progress of
employees. The impact of this HR strategy on employees is that business organisations is that
they are able top gain feedback from their supervisors about their progress and continuously
make improvement on progress of previous year. In addition to this the process of performance
management includes employees providing feedback to their managers on ways to improve their
performance. This collaborative process effects employee perception positivity and contributes
in establishment of strong consumer relations.

Human resource management approaches in a business setting
As per the view point of Breek, (2019), human resource management is managing people
in the organisation for making them work to contribute in achieving of the goals and objectives.
It is the process of hiring, training, compensating them and make policies and different strategies
to retain them. They make sure that they are providing all the amenities and working
environment to them. The HR managers applies various approaches in which its helps in
maintaining the overall development of the employees such as strategic approach, commodity
approach, system approach and many more. In context to the selected company, strategic
approach helps in focusing on the people management (Jessee, 2019). This approach make sure
to add value to the organisation by stressing on the organisational development and employee
organisational fit. It helps in making connections with the organisation and employees for long
term goal that leads to shaping the businesses settings. Commodity approach used as an
economic plan where people are hires and fired through money. In context to the selected
organisation, the employees are given extra work, long working hours and so on. In this
approach, the employees are taken for granted and they are not treated well in the organisation.
The company make the employees feels that they commodities of them and also terminates using
the strategy of money. The organisation also use money for recruiting the person, hire them and
providing training and development.
According to Wehrmeyer, (2017), there are a lot of approaches used in the field of human
resource management. These approaches are helpful in gaining positive outcomes for betterment
of company. Main approaches are strategic approach, system approach proactive and reactive
approach and more. It is analyzed that each & every approach has its own merits and drawbacks.
So manager need to be careful while selecting a suitable approach for business. Here, strategic
approach is related to preparation of appropriate plans for so that company can attain higher level
of growth. In this, system approach is related to use of different tools which are interrelated with
each other for accomplishing common goals of business. On other side, proactive approach is
related to make the anticipations about future occurrence and prepare strategies accordingly. This
approach is used with an aim to meet with future uncertainties in an efficient manner. In context
of Ryanair, managers evaluate all the necessary approaches effectively (Brewster, 2017). They
adopt strategic approach in which they prepare appropriate plans for getting positive results for
company. In addition, they also adopt proactive approach by making necessary anticipations

about future so that they can meet with future uncertainties in best possible way. Therefore,
human resource approaches are vital for ensuring growth & development of human resources
within organization in an efficient manner.
Research Methodology
Research methodology is a way to properly answer or solve research problem or it is the
procedure of gaining insight about how investigation is done. It is an important aspect for an
investigation that help in gathering data in an effective and proper manner. In order to explain
the research methods used in this investigation, Research onion framework is used as it explain
research methods and also involve different layers that is discuss below:
Research philosophy: It is defined as a way in which information about investigation is
collected, used and analysed as well. Positivism and interpretivism are two researcher
philosophies. In context to positivism philosophy, it believe that reality is stable & is observed as
well as described from an objective viewpoint. On the other hand, interpretivism philosophy I
associated with subjective interpretation & intervention in reality. As per the topic of research,
Positivism philosophy is appropriate and effective as well (Shahreki, 2019). One of the main
reason to use positvism research philosophy is it is depend on subjective approaches, not on
feelings and emotions as well. Along with this, it take less resources and time and also assist in
attainment of positive and valid results. Therefore, it is stated that positivism philosophy is one
of the effective method as it assist in getting more appropriate and accurate decision in real time
condition as well.
Research approach: It is the process that will be following in research with a view to
effectively evaluate data about the topic. In addition to this, research approach are plans as well
as process for research. There are two forms of research approaches that is inductive and
deductive. In relation to deductive approach, it develop a set of hypothesis that required to be
confirmed at the time of research process. On the other side, inductive approach did not involve
development of hypothesis. According to the topic, deductive approach is valuable and effective
as it assist in evaluation of data which is in quantitative form and is also consume less time and
cost as well. Apart from this, another justification to select deductive approach is it mainly based
on fact that there is effective testing of numeric information (Li and Frenkel, 2017). It is analysed
that respective research approach is able to assist in providing better explanation of casual

relationship that is among concepts and variables. Moreover, it also assist in generalising the
finding of investigation in an effective and accurate manner.
Research strategy: It is an important aspect of research methodology as it guide
investigator in planning, monitoring and implementing study in an appropriate manner. In
addition to this, it help researcher to know about how to gather & analyse information. The forms
of research strategies are survey, experiment, action research, case study and so on. For the
present study, survey research strategy is appropriate and useful as it help researcher in
collecting data which in turn help in attaining valid and reliable outcome (Thompson Burdine,
Thorne and Sandhu, 2021). In addition to this, the main reason to select survey as a research
strategy is it help in gathering proper and first hand data from the participants.
Research choice: Another important aspect of research methodology is research choice
that is mainly of two types that is qualitative and quantitative. It is stated that qualitative data is
associated with human behaviour and is provide non-numeric information. On the other side,
quantitative research is associated with facts and gather numerical information. In the present
research, both qualitative and quantitative method is used by investigator in order to gather
information (Armstrong and Taylor, 2020). In relation to quantitative method, it help research to
gather information based on facts and figures and also allow to collect data in less cost and time
as well. In context to qualitative data, it assist investigator to gain in-depth information about
topic which is collected as well as analysed by professionals. This help researcher to draw valid
and reliable conclusion in a timely and effective manner.
Time horizon: It is one of the vital source of researcher as without it, researcher cannot
complete project timely as well as successfully. It is important for investigator to set time of all
the activities associated to research so that it is finished timely without any delay. It is analysed
that there are two time horizon approaches that is cross-sectional and longitudinal. For
conducting the study, cross sectional approach is taken into consideration. It help researcher in
attaining activities properly associated with time frame (Stewart and Brown, 2019). In addition
to this, it also aid in completion of each activity with allocated time and without any issues as
well. Moreover, it also allow researcher to attain objectives and gain positive results as well.
Data collection: One of the important aspect of research that help in conducting research
in an appropriate manner. In addition to this, it is the process to gather primary and secondary
information through reliable and effective sources. It is vital for investigator to collect proper

information in order to gain positive outcomes. There are mainly two methods of data collection
that is primary and secondary. In context to primary method, it consist of data that is collected
for the first time and is original in nature as well. The methods of collecting primary information
is questionnaire, interview, observation, focus group and so on. On the other hand, secondary
data is the data which is collected previously by other research workers. It is collected through
Journals, newspapers and many more (Chowdhury and Raut, 2018). For completing the
investigation, both primary and secondary method is used by researcher. In order to gather
primary information, questionnaire is used by research worker as it assist in getting positive and
reliable outcome in less time period and to fill questionnaire or getting response, 30 respondents
is chosen. Along with this, it make researcher able to gather first-hand data which is effective to
gain accurate, unbiased and reliable information. In context to secondary sources, it assist
researcher in gaining in-depth information on investigation topic from the valid resources.
Sampling: It is defined as a procedure of choosing sample size for conducting the study
from the total population. It is vital for researcher to select appropriate sample size in order to
gather information. There are mainly two types of sampling that is probability sampling and non-
probability sampling method. In context to probability sampling, it consist of random selection
and allow researcher to make strong statistical inferences about the whole group. In context to
non-probability sampling, it includes non-random selection that is based on convenience and
allow investigator to easily collect information. In order to conduct study, probability sampling
method is taken into consideration. One of the main reason of selecting this method is it assist
investigator in selecting large base sample size within less time frame (Lin and Sanders, 2017).
Moreover, 30 employees is chosen as participants for collecting data and to achieve objectives
as well. Along with this, the main reason of selecting staff members as respondents is they have
knowledge regrading policies and ground workings as well.
Research instruments: It is vital part of research methodology that involve different
research instruments such as observation, interview, questionnaire, focus group and so on. It is
stated that all such instruments of research is vital but according to the topic of investigation,
questionnaire is valuable and effective instrument (Berman and et. al., 2019). One of the main
reason of selecting questionnaire as an instrument is it take less time and cost and also help in
collecting numerical information. Moreover, it also help researcher to know the view point of

respondents on topic of research due to which valid and reliable conclusion can be drawn
properly.
Data analysis: Another important part of research methodology is data analysis as it
assist in analysing the important data required for the research. In addition to this, it is a
procedure of systematically execute techniques to evaluate information in a proper manner
(Brewster, Mayrhofer and Farndale, 2021). There are various data analysis methods that thematic
analysis, frequency distribution analysis and so on. In order to gather information , researcher
make use of thematic analysis and in this different themes are develop in order to evaluate data
associated to investigation. By the use of Microsoft excel application, researcher represents
findings in way of bar graphs which is easy for investigator in order to draw valid results in an
effective manner.
Access and ethics: It is important for investigator to follow all the ethical principles and
rules in order to conduct investigation in an effective as well as efficient manner. In addition to
this, researcher has the right to gather information from various sources that is primary &
secondary sources. It is determined that ethical considerations assist in maintaining authenticity
associated to activities as it assist in declining legal issues. While conducting the study,
researcher emphasis on rules as well as policies associated to ethics that is transparency, honest
with other team members (Costache and et. al., 2017). Along with this, it is vital to follow ethical
principles such as confidentiality, anonymity, informed consent and so on. This assist
investigator in declining the level of risk as well as issues in an effective manner. Moreover, it
also aid researcher to implement all the activities in a systematic and proper manner. There are
also other principles of investigation that are avoiding using deceptive practices, give
participants the right to withdraw, minimize the risk of harm to research respondents and so on.
All these are the main principles which should be followed by investigator within a research
project.
Research limitations: There are various limitations of conducting investigation such as
lack of previous studies on the specific topic, cost issues, limited access of information, time
constraints and so on (Rees and Smith, 2021). It is analyzed that all these are major limitations
which has negative influence on researcher at the time of conducting research. Moreover, these
limitations has negative impact results of research which in turn affect in completion of
dissertation within allotted time frame.

Questionnaire:
Q1. Do you have knowledge about human resource strategies in context to organisation?
a) Yes
b) No
Q2. What is the role of human resource function within an organisation?
a) Development of policies
b) Enhance motivation
c) Acquisition of talented employees
Q3. What are the human resource strategies used by Ryanair within the organisation?
a) Training and development
b) Performance management
c) Rewards and recognition
Q4. What is the importance of human resource strategies within an organisation?
a) Decline in labour turnover rate
b) Minimizing employee issues
c) Improve organisational growth
Q5. As per your view point, does training and development human resource strategy is effective
in raising performance of employees in Ryanair?
a) Yes
b) No
Q6. What are the pillars of a successful human resource strategy in an organisation?
a) Legal requirements
b) Career advancement programs
c) performance management system
d) Employee engagement
Q7. According to you, what is the impact of human resource strategies on the employees of
Ryanair?
a) Positive impact
b) Negative impact
c) Neutral
Q8. As per your view point, is HRM strategies assist Ryanair to satisfy and retain its employees

at workplace?
a) Yes
b) No
Q9. According to you, how human resource strategies develop positive impact on organisational
growth?
a) Increase performance
b) Employee retention
c) Increased job satisfaction
Q10. What are the issues faced by HR managers while implementing human resource
strategies?
a) Change management
b) Ineffective leadership and development
c) Compliance with laws and regulations
Q11. What are the effective measures Ryanair can adopt to deal with the above issues?
a) Providing training to deal with changes
b) Follow all the legal requirements
c) Compensation and benefits
d) Employee satisfaction
Q12. Provide some recommendations to the higher authorities of Ryanair to improve human
resource management practices in organisation?
Frequency table:
Q1. Do you have knowledge about human resource strategies in context to
organisation?
Frequency
a) Yes 23
b) No 7
Q2. What is the role of human resource function within an organisation? Frequency
a) Development of policies 10
b) Enhance motivation 10

c) Acquisition of talented employees 10
Q3. What are the human resource strategies used by Ryanair within the
organisation?
Frequency
a) Training and development 12
b) Performance management 8
c) Rewards and recognition 10
Q4. What is the importance of human resource strategies within an
organisation?
Frequency
a) Decline in labour turnover rate 9
b) Minimizing employee issues 11
c) Improve organisational growth 10
Q5. As per your view point, does training and development human
resource strategy is effective in raising performance of employees in
Ryanair?
Frequency
a) Yes 24
b) No 6
Q6. What are the pillars of a successful human resource strategy in an
organisation?
Frequency
a) Legal requirements 7
b) Career advancement programs 9
c) performance management system 6
d) Employee engagement 8
Q7. According to you, what is the impact of human resource strategies on
the employees of Ryanair?
Frequency
a) Positive impact 21
b) Negative impact 6

c) Neutral 3
Q8. As per your view point, is HRM strategies assist Ryanair to satisfy
and retain its employees at workplace?
Frequency
a) Yes 23
b) No 7
Q9. According to you, how human resource strategies develop positive
impact on organisational growth?
Frequency
a) Increase performance 10
b) Employee retention 9
c) Increased job satisfaction 11
Q10. What are the issues faced by HR managers while implementing
human resource strategies?
Frequency
a) Change management 8
b) Ineffective leadership and development 12
c) Compliance with laws and regulations 10
Q11. What are the effective measures Ryanair can adopt to deal with the
above issues?
Frequency
a) Providing training to deal with changes 10
b) Follow all the legal requirements 6
c) Compensation and benefits 7
d) Employee satisfaction 7
Results and Findings
Theme 1: Awareness about human resource strategies

Q1. Do you have knowledge about human resource strategies in context to
organisation?
Frequency
a) Yes 23
b) No 7
Interpretation: From the above discussion, it has been analysed that out of total 30
participants, 23 respondents have knowledge about human resource management strategies. The
remaining 7 participants said that they do not have knowledge regarding human resource
strategies. Therefore, it is important for company to make its employees aware regrading HR
strategies as they are the asset of company and also assist in improving performance level.
Theme 2: Role of human resource function in organisation
Q2. What is the role of human resource function within an organisation? Frequency
a) Development of policies 10
b) Enhance motivation 10
c) Acquisition of talented employees 10
a) Yes b) No
0
5
10
15
20
25 23
7
Column B

Interpretation: By analysing the above graph, it is determined that Human resource
function plays vital role in an organisation and allow to effectively manage its employees in an
effective manner. 10 participants out of total 30 respondents said that human resource function
allow in development of policies associated with benefits of employees. In addition to this, 10
participants said that HR function enhance motivation due to which employees take interest in
activities and implement it in an effective manner. The remaining 10 participants state that the
role HR function is to acquire talented staff members which in turn impact positively on
profitability of an organisation.
Theme 3: HR strategies adopted by Ryanair
Q3. What are the human resource strategies used by Ryanair within the
organisation?
Frequency
a) Training and development 12
b) Performance management 8
c) Rewards and recognition 10

Interpretation: The above graph state that there are various human resource strategies
used by an organisation in order to manage its employees in an effective manner. It is analysed
that 12 participants out of total 30 said that training and development is one of the effective
human resource strategy that is used by respective organisation. In addition to this, 8
respondents perceive that performance management is the strategy used by respective company
at workplace. The other 10 respondents said that rewards and recognition is the human resource
strategy used by organisation as it motivate employees to put their full potential and attain
objectives timely and effectively.
Theme 4: Significance of HR strategies in an organisation
Q4. What is the importance of human resource strategies within an
organisation?
Frequency
a) Decline in labour turnover rate 9
b) Minimizing employee issues 11
c) Improve organisational growth 10
a) Training and development
b) Performance management
c) Rewards and recognition
0
2
4
6
8
10
12
14
12
8
10
Column B

Interpretation: It is analysed from the study that human resource strategies plays vital
role within an organisation. One of the importance is it decline labour turnover rate which is said
by 9 participants out of total 30 respondents. In addition to this, 11 participants stated that
development of HR strategies decline employee issues which in turn impact positively on
execution of activities. Moreover, the remaining 10 participants said that it enhance
organisational growth which is significant in order to sustain at marketplace for longer time
period.
Theme 5: Effectiveness of training and development HR strategy
Q5. As per your view point, does training and development human
resource strategy is effective in raising performance of employees in
Ryanair?
Frequency
a) Yes 24
b) No 6
a) Decline in labour turnover rate
b) Minimizing employee issues
c) Improve organisational growth
0
2
4
6
8
10
12
9
11
10
Column B

Interpretation: It is analysed that providing training and development session to
employees allow an organisation to enhance skills as well as performance of employees which in
turn benefit staff members in both personal and professional context. From the above graph, it is
analysed that 24 respondents out of total 13 participants said that training and development HR
strategy is effective in raising performance of staff members in respective organisation. On the
other hand, the remaining 6 participants is not agree with the point and state that training and
development human resource strategy is not effective in enhancing employee performance. It is
vital for respective company to make its employees aware about importance of training and
development session in an effective manner.
Theme 6: Pillars of successful HR strategy
Q6. What are the pillars of a successful human resource strategy in an
organisation?
Frequency
a) Legal requirements 7
b) Career advancement programs 9
c) performance management system 6
d) Employee engagement 8
a) Yes b) No
0
5
10
15
20
25
30
24
6
Column C

Interpretation: In order to develop a successful HR strategy within an organisation, it is
vital for HR department to follow all the pillars in a proper manner. The 7 participants out of
total 30 respondents said that legal requirements is one of the pillar of successful HR strategy. In
addition to this, 9 respondents perceive that career advancement programs is the pillar of a
successful human resource strategy within an organisation. The other 6 participants said that
performance management system is an effective pillar. Moreover, the remaining 8 respondents
said that engaging employees is a pillar for successful HR strategy.
Theme 7: Impact of HR strategies on employees of Ryanair
Q7. According to you, what is the impact of human resource strategies on
the employees of Ryanair?
Frequency
a) Positive impact 21
b) Negative impact 6
c) Neutral 3

Interpretation: According to the study, it is analysed that HR strategies has positive
impact on employees of respective organisation as it has strategies which is is beneficial for staff
members and satisfied them properly. By analysing the above graph, it is analysed that there is
positive impact of human resource strategies on the employees of respective organisation, which
is said by 21 participants out of total 30 respondents. In addition to this, it is analysed that 6
respondents out said that there is negative impact of human resource strategies on the employees
of an organisation. The remaining 3 said that there is no impact of HR strategies on staff
members of an organisation.
Theme 8: Role of HRM strategies to retain and satisfy employees
Q8. As per your view point, is HRM strategies assist Ryanair to satisfy
and retain its employees at workplace?
Frequency
a) Yes 23
b) No 7
a) Positive impact b) Negative impact c) Neutral
0
5
10
15
20
25
21
6
3
Column C

Interpretation: One of the main role of human resource strategies it to retain as well as
satisfy staff members at workplace. By analysing the above graph, it is interpreted that 23
participants from the total 30 respondents is agree with the point that HRM strategies help
respective company to retain and satisfy employees. On the other hand, 7 participant is not agree
with the point that human resource management strategies assist respective company to satisfy
and retain its employees at workplace. By conducting the study, it is interpreted that an effective
HR strategy not only assist in employee satisfaction and retention but also assist in improving
performance and productivity level.
Theme 9: Impact of HR strategies on organisational growth
Q9. According to you, how human resource strategies develop positive
impact on organisational growth?
Frequency
a) Increase performance 10
b) Employee retention 9
c) Increased job satisfaction 11
a) Yes b) No
0
5
10
15
20
25 23
7
Column C

Interpretation: It is interpreted that HR strategies develop positive impact on
organisational growth. It is analysed that HR strategies improve performance level of an
organisation, which is said by 10 participants out of total 30 respondents. In addition to this, 9
respondents said that it allow business entity to retain employees whereas the remaining 11
respondents perceive that HR strategies enhance job satisfaction which in turn has positive
impact on performance and profitability of an organisation.
Theme 10: Issues faced by HR managers at the time of implementing human resource
strategies
Q10. What are the issues faced by HR managers while implementing
human resource strategies?
Frequency
a) Change management 8
b) Ineffective leadership and development 12
c) Compliance with laws and regulations 10
a) Increase performance
b) Employee retention
c) Increased job satisfaction
0
2
4
6
8
10
12
10
9
11
Column B

Interpretation: There are various issues faced by HR managers while implementing
human resource strategies at workplace. One of the issue is dealing with changes and is said by 8
participants out of total 30 respondents. In addition to this, 12 participants Percival that
ineffective leadership as well as development is the major issue faced by human resource
managers at the time of implementing human resource strategies. The remaining 10 participants
state that compliance with laws and regulations is the issue faced by human resource managers at
the time of execution of HR strategies. It is significant for an organisation to deal with all the
issues in an effective manner.
Theme 11: Effective measures to deal with issues
Q11. What are the effective measures Ryanair can adopt to deal with the
above issues?
Frequency
a) Providing training to deal with changes 10
b) Follow all the legal requirements 6
c) Compensation and benefits 7
d) Employee satisfaction 7
a) Change management
b) Ineffective leadership and development
c) Compliance with laws and regulations
0
2
4
6
8
10
12
14
8
12
10
Column B

Interpretation: It is important for an organisation to adopt effective measures in order
to deal with issues arise at workplace in a proper manner. It is interpreted from the above graph
that out of total 30 participants, 10 respondents said that providing training to employees assist in
dealing with changes and issues effectively. On the other side, 6 respondents perceive that follow
all the legal requirements is an effective measure that can adopt by respective company to deal
with issues associated to execution of HR strategies. Moreover, 7 respondents state that
compensation and benefits is an effective measure whereas the remaining 7 participants said that
providing employee satisfaction is a way by which respective company can deal with issue
properly and systematically.
Analysis of Results
Theme 1: Human resource strategies adopted by Ryanair
It is analysed by conducting secondary research that there are various human resource
strategies used by an organization in order to manage its overall employees in an effective
manner (Dodgson, 2018). It is determined that providing compensation according to their
performance is one of the effective HR strategy which motivate as well as retain staff members
a) Providing training to deal with changes
b) Follow all the legal requirements
c) Compensation and benefits
d) Employee satisfaction
0
2
4
6
8
10
12 10
6 7 7
Column B

for longer time period. In addition to this, human resource strategies used by respective
organization are training and development, performance assessment, retirement benefits and so
on. It is important for an organization to provide its employees a positive working environment
so that they can put their full potential in order to implement activities and attain objectives
timely and effectively. It is determined that using of effective HR strategies help company to
enhance its performance level, implement activity in a systematic manner, develop brand image,
increase profitability and many more (Bringezu and Bleischwitz, 2017). Moreover, it is vital for
a business entity to ensure that its employees are satisfied at workplace as it is perceive that staff
members are the asset due to which an organization gain higher growth and success as well.
Theme 2: Impact of the human resource strategies used in Ryanair on their staff
It is analysed that there is Positive impact of the human resource strategies used by
respective organization on their employees and performance as well. Along with this, it is
determined that when company provide effective benefits to its staff members then it develops a
positive mind set of employees towards company which directly effect on their efficiency and
performance level (Zijlstra and Vanoutrive, 2018). By the assistance of training and development
human resource strategy, company is able to improve skills and abilities of its employees due to
which they gain both personal as well as professional growth. Moreover, getting rewards and
recognition in front of all the employees make them feel valued and important part of
organization which in turn affect on there performance. An effective strategy associated to
employees will help company to save their cost of recruiting new employees as it make them
able to retain its staff members for longer time period. If an employee feels satisfied at
workplace, it directly ensure attainment of objectives timely and properly. Therefore, it is
analyzed that HR strategies impact positively on the employees of Ryanair in an appropriate
manner (Rugman and Verbeke, 2017).
Theme 3: Human resource management approaches in a business setting
It is analyzed that human resources are crucial part of business who significantly contribute
in business success and growth. They make effective use of available resources so that
organization can attain its predefined goals & objectives. So, it is the responsibility of HR
manager to adopt appropriate approaches for managing employees within company in best
possible way. For this purpose, there are ample of approaches have been developed such as
strategic approach, system approach, commodity approach and more (Järlström Saru and

Vanhala, 2018). These approaches are helpful in enhancing overall efficiency & effectiveness of
human resources that will enhance in sales & profit margin of business. Further, these
approaches are also essential in making optimum use of skills, competencies of human resources
so that company can attain predefined objectives in stipulated period of time. In addition, these
approaches are also vital in motivating employees so that they put their complete efforts for
driving positive results for organization. So, companies often use a lot of business approaches
such as strategic approach in which they prepare necessary plans so that organization can attain
success. Commodity approach is also used by some organizations under which employees are
considered as commodity. As per this approach employees are commodity for business and they
can hire & fire at any point of time. This approach is not likely to use by modern manager who
consider employees as social elements. There are some other approaches such as proactive
approach can be also adopted by entities (Wehrmeyer, 2017). In this, organization makes pre
anticipations about future circumstances. So, it is stated that there are various approaches present
in human resource management. It completely depends upon organization which approach they
select for getting desired results. It is analyzed that manager need to analyze prevailing
conditions within organization, beliefs, attitudes of employees before selecting one suitable
approach for business.
Conclusion
From the above discussion, it has been concluded that human resource management plays
an important role within an organisation as it help in managing employees, retaining and
acquiring talent, achievement of objectives and so on. It is determine that there various human
resource management strategies used by companies such as training and development,
performance assessment, rewards and recognition and many more. It is important for an
organisation to provide positive working environment to its employees as it help in motivating
them towards the work which is important for the appropriate execution of activities. Moreover,
it is determined that using of appropriate research method assist investigator to draw a valid and
reliable conclusion in an effective manner. With the help of primary and secondary data,
researcher is able to collect an in depth information about the topic which in turn help in
attainment of objectives timely. It is analyzed that questionnaires is one of the appropriate
research instrument that help in collection of information more properly and systematically. It is
significant for researcher to follow all the ethical principles such as confidentiality, anonymity,

informed consent so that all the activities associated to investigation is implemented in a
systematic way. Along with this, it is analysed that employees nowadays want both monetary
and non-monetary rewards from the organisation they work as it help in both employee retention
and satisfaction as well. Moreover, it has been determined that there is both positive and negative
impact of human resource strategies on the employees of an organisation which in turn affect on
performance and productivity level of business. It is vital for companies to focus on satisfying its
employees by developing policies which is beneficial for them as it make staff members to put
their full zeal in execution of activities and attainment of objectives timely and effectively.
Furthermore, it is concluded that there is positive impact of human resource strategies on
employees of an organization which in turn affect positively on productivity and profitability
level of a company.
Recommendations
By analysing the above study, some of the recommendations to the higher authorities of
Ryanair is discuss below for declining the negative influence of HR strategies on employees and
to improve performance: Allow employee participation in decision making: It is recommended to the managers of
Ryanair to allow staff members to participate in decision making process as it make
employees feel valued and important at workplace (Dolce and Bates, 2019). In addition
to this, it develop a positive mind set of employees towards execution of activities which
leads to increase in performance as well as profitability of an organisation in an effective
and proper manner.
 Providing rewards for effective performance: It is suggested to company to provide
rewards to its employees of their good performance on a continuous basis as it help in
motivating employees for implementing activities and achieving objectives within
stipulated time period. In addition to this, it also assist retaining and satisfying employees
which is important in order to sustain and gain growth at marketplace.
 Monitor performance: It is recommended to the higher authorities of Ryanair to monitor
performance of its employees on a regular basis as it help them to know about employees
and to make improvements timely and effectively. In addition to this, it will also help
company to improve efficiency and abilities of its employees due to which they gain both
personal and professional growth (Chuang and Graham, 2018). Moreover, monitoring

performance on a continuous basis will also develop a good relationship among senior
authorities and employees of company which motivated and satisfied staff members in an
appropriate manner.

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