Human Resource Management: Strategies, Impact of Environment, Employment Model, Job Description, Hiring and Firing

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
A) Examine how HR strategies were changed by the firm...............................................3
B) Analyse the impact of environment factor on culture and HR plan.............................4
C) Organisation's model of employment and organisational levers used to create values.5
D) Using Storey's 27 points of difference between HRM and personnel management as a
benchmark..............................................................................................................................6
E) Analyse job description strategies.....................................................................................8
F) State hiring and firing strategies of the organisation.........................................................9
G) Use appropriate corporate examples and literature to justify your stand........................10
H) Recommendation to employers regarding HRM practices to ensure that the organisation
performance is high..............................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is defined as the concept which is associated with significant
procedure of managing people within business so that various activities can be executed in most
effective manner. Human resource management is associated with management of people so
that productivity and efficiency can be enhanced and in the same manner. HR department is
linked with providing such level of comfort to people so that they can work with utmost quality
and efficiency (Loon, Otaye‐Ebede and Stewart, 2020). Human resource department is working
to develop sense of responsibility in people so that they can understand value for the business
and deal with complexities arising within business. Within a business HR department is
working to manage employee engagement and to provide such environment in the business by
which employees can be retained for longer duration of time. Recruitment and selection is one
of the major functions of HR department in which human capital is acquired and nurtured in the
same way and this is effective in order to take such contribution from employees those are
working for attaining objectives. This report is based on British Airways which is one of the
biggest flag carrier service providers and headquartered in London, UK. The company is having
7 star rating for their performance and in this manner the report is providing acknowledgement
related to gaining attributes associated with HR and its functions.
MAIN BODY
A) Examine how HR strategies were changed by the firm
The prominent function of HR department is providing efforts to employees in which overall
efficiency can be enhanced and functions within business can be improved as well. Besides this
HR strategies are provided in order to provide path goal to employees so that along with
effectiveness functions can be performed (Lai, and et. al, 2016). HR strategies are helpful in
attaining aims and objectives in such a way that by assimilating employee’s functions can be
executed effectively. HR department is related with creating that sophisticated environment
within business that helps employees to maximise their efficiency and boost their own
productivity as well. HR department is also performing role of examining needs and demands

of their employees so that they can lead their way in performance and job engagement as well.
With the help of such HR strategies employees may stay motivated and in this way overall
creativeness and productivity as well. These are the manner in which positive environment can
be created within business so that employee may contribute to larger extent. In the context of
British Airways the company is using various measures in order to deal with employees and to
manager HR strategies as well, these are as under:
 Providing Rewards: HR manager of British Airways is planning for giving such efforts
to the business by which they can bring out utmost efficiency in performance of
individual (Liu and et. al., 2017). In this manner the company is distributing rewards on
the basis of performance so that process can be managed in transparent manner. When
employees get justified rewards then this will be helpful in taking out various
organisational activities in effective manner.
 People and Performance: For an organisation this is imperative to manage such
activities in a manner that business objectives can be attained. In the context of British
Airways the company is using financial performance technique for motivating their
employees and to develop employee satisfaction in them (Mahmood and et. al., 2019).
 Talent retention and acquisition: Talent acquisition is the role of HR department in
which they acquire such talent within business which could be helpful for them in
dealing with long term business objectives (Marchington and et. al., 2016). For British
Airways hiring of talented workforce is the role of HR in which they can minimise their
training cost and gain competitive edge over rivals.
B) Analyse the impact of environment factor on culture and HR plan
HR department is provided with number of responsibilities and activities to be accomplished.
These activities are dependent upon several factors such as Job Security, hiring process,
training aspects and many other (Cooke and Kim, 2017). In this research we have considered
British Airways, who are very focused on identifying if employees have sufficient knowledge
of regional and cultural so that they can achieve the best possible coordination and get best out
of them. Culture is often considered as a major tool for attaining business excellence. Absence
of cultural knowledge in workplace will lead to major problems such as ineffective