Human Resource Management: Strategies and Practices of British Airways

This case study explores the HR strategies and practices of British Airways, including the impact of environmental factors, job design strategies, hiring and firing strategies, and the difference between HRM and Personnel Management.

Human Resource
Management

Table of Contents
INTRODUCTION ..........................................................................................................................3
Main Body.......................................................................................................................................3
a.) How HR strategies were changed by a firm with use of concepts of strategic HRM should
be evident....................................................................................................................................3
b.) Analyse the impact of environmental factors on culture and HR plan of the chosen firm....4
c.) Use any HR model and state how value was created by the firm..........................................5
d.) Difference between HRM and Personnel Managemnt (Storey's 27) and state that what is
practised by the firm....................................................................................................................6
e.) Analyse the job design strategies of the chosen firm.............................................................8
f.) State hiring and firing strategies of the chosen firm...............................................................9
g.) Use corporate examples of firm using good HR practices..................................................10
h.) What recommendation would make to employers regarding HRM practices to ensure that
the organisation performance is high........................................................................................10
REFERENCES..............................................................................................................................12

INTRODUCTION
Human Resource Management is an essential methodology of recruiting, selecting, traing
and development of an association's employee. It is intended to boost representative execution in
assistance of a business' essential destinations (Zhao, 2018). For this case study chosen firm is
British Airways, it is a global airline of the United Kingdom. And its headquatered in London,
England. It was founded in March 31, 1974 after a British Airways Board was established by the
British Government. This study is based on how HR strategies is changed by the firm alongwith
HRM strategic concept, and impact of environmental factors on culture , finding the difference
between HRM and Personnel Management by using Storey's 27, Job design strategies, Hiring
and firing strategies, Good HR practices which is used by particular firm and at the end certain
recommendations for employers regarding HRM practices.
Main Body
a.) How HR strategies were changed by a firm with use of concepts of strategic HRM should be
evident
Strategic Human Resource Management includes a future situated interaction that gives
a system connecting individuals the executives and advancement practices to long- term business
objectives and results. Human Resource strategy is a overall plan of the business. It sets the
direction for all key areas of HR, including hiring , performance appraisal, development and
compensation (Shah,2019). The human resource works upon several functional areas which are
as follows:
 Recruitment and talent acquisition: Both methodologies are diverse in nature,
recruitment is center around the filling the empty seat for a capable worker while ability
acquisition is an on going procedure whichtends to focus on long term human asset
arranging and tracking down a suitable possibility for require a specific skillset.
 Employee relationships : It refers to the association's work to make a industrial
connection between the association and its laborers or representatives concerning
physical , enthusiastic, social and down to earth exertion by the business to keep a
positive relationship with its workers. It is useful in develop a solid connection with the
collegues in the organizations.

 Workplace safety: It refers to the work space which incorporates limit of components
that can cause damage, mishaps, and other adverse results in the working environment. It
straightforwardly influences the usefulness and prosperity of your working environment
and this direct influence the quality of feedbackof your business (Ahmed and et.al., 2021)
 Employee training and development: It derives to the continuous efforts of a business
that aides in boosting the worker's exhibition. It depends on training needs examination
that helps the company to upgrade the abilities of working manpower and further
develop produtivity.
For British aviation routes, a strategy has attempted to keep up with its administration potential,
for example, representative training and advancement particularly for the administration level as
key to its development . As such it has presented High Performance Leadership (HPL), it has
made a connection between the organization's procedure and human asset advancement and
furthermore proposes award for workers. Alongwith this framework organizationalso entered
into restructuring program that saw conservation and enlistment new gifts as well as person who
had a more profound comprehension of recent concerns confronting the aircraft business.
b.) Analyse the impact of environmental factors on culture and HR plan of the chosen firm
Environmental factors depends on physical, social and attitudinal climate in which
individuals live and lead their lives. It is outer to individuals and can affect an individual's
investment as an individual from the general public (Raut and et.al., 2020). For defining the
impact some environmental factors comprises which are as follows:
 Political Factor: It refers togovernment control and impact over economy or
industry.Political variables can influence an industry through a scope of components
including as tax exchange, clashes , tax assessment and financial strategies .Political
factors can affect an industry through a range of factors including as tariff trade,
conflicts , taxation and fiscal policies .
 Socio-cultural Factor: Socio-cultural perspective remember changes for culture and
socioeconomics and furthermore make an effect on each part of the abroad business of
global organizations. There are numerous social factors that altogether influence the
monetary action of the organization like client inclination, language, culture,religion.etc.

 Technological factors: It refers to way in which new practices can impact business. It is
the variable that are being utilized for assessing available choices with repect to
innovative abilities. This impact affecting the manner in which an organization works
identifying with the hardware utilized inside the organization climate. It is the variable
that are being used for evaluating availabel alternatives with repect to technological
capabilities.
 Economical Factors: These components influence the association's economy whioch
incorporate roundabout assessments, law strategies, compensation, government exercises.
What's more, they are not in direct connection with the business but rather it impact the
venture esteem in future.
British Airway has been focused on bringing down destructive emanation , a wide scope
of political factor exceptionally influenced carriers which incorporate the degree of
administration, exercises of worker's guilds, the degree of defilement and others. Furthermore,
there is a circuitous effect of efficient factor on aviation routes income just as wellbeing and
security is the one more region that is profoundly controlled by the public authority and in the
event of Hr plan it prepares and inspire their representative by imparting moral arrangements and
socially dependable conduct to them. It makes worker to work all the more productively.
c.) Use any HR model and state how value was created by the firm
This model emphasize that how responsiblities are break in between of employee's and HR units
in human resource (Bratton and Gold, 2017). Following model of HRM is used for creating
value by the firm;
HR Value Chain Model:
It is an instrument that shows how HR adds value to organisational goals. It is a primary
activity in which HRM functions are covered such as recruiting, hiring , retaining and growing
right -fit human resource as a key part of support component. A company conducts a value chain
analysis by evaluating the detailed procedure involved in each steps of its business. Main
purpose is to increase production efficiency so that company can deliver maximum value for the
least possible cost (Raharjo and et.al., 2018). This model is classified into two categories which
are as follows:

 HR Activities: It is a day to day activities which can be often measured using HR
metrics such as:
◦ Recruitment- it is a process of enlisting, attracting and of screening new candidate
for a specific position within in an organisation.
◦ Compensation- it refers to the reward that is received by an employee for the work
performed in an organisation.
◦ Training- it defines the act of increasing the knowledge and skill of an employee for
doing a particular job.
 HR Outcomes: These are the goals that try to achieve HRM practices. With the help of
this organisation's recruit, trained or compensate to achieve certain goals. These
outcomes include employee satisfaction, motivation, retention and presence.
◦ Retention- It is the act by which a company ensures that its employees don't quit
their job.
◦ Employee Satisfaction- it occurs as a result of both material factors like
compensation and benefits as well as less tangible elements.
Now, above the analysis in Brish airways this model is useful to keep up with the development
and adventure has fostered the arrangement for determination, enlistment and preparing
methodology . In addition to the collection of input about the issues that staff individuals are
confronting HRM cycle would be re-imagined to accomplish the target . Aside from that, this
model help HR manager of British Airways to make choice as indicated by the circumstance and
change theleadership style by zeroing in on the requirements of staff.
d.) Difference between HRM and Personnel Managemnt (Storey's 27) and state that what is
practised by the firm.
It investigates the relationship between the number of human resource management
practices adopted (Ouellet, 2019).
HRM: According to the perspectives on Storey, Human Resource Management is a significant
methodology that assists with getting sorted out the exercises and elements of work environment
acoording to the expertise and working capability of the gathering individuals. Human asset
mangement has a more extensive degree and thought about representatives as the resource for the
association (Carvalho, 2019).

Personnel Management: It refers to the administartive capacity of the association for record
keeping at the functional level.Association's own and expert mangement screen the methodology
of staff individuals according to the guidelines and guidelines and deal the power. Faculty the
executives has rearranged approach, while laborer are seen as a device.administartive function of
the organisation for record keeping at the operational level . Personnel management has inverted
approach, whereas worker are viewed as a tool.(Manning, 2020).
Storey's gave 27 points for the difference between HRM and Personnel Management. Some of
them are disscussed below:
Elements Personnel Management Human Resource
Management
Scope It has limited scope with
inverted approach , where
employee are used as tool.
HRM has a wider scope and
consider employee as the asset
of the organistaion.
Hiring It usually involves hiring
across a variety of
organisation.
This method prefers to hire
employees by partnering with
company hiring manager.
Contract It prefer to careful delineation
of written contract.
Its basic aim is to go beyong
the contract.
Communication In personnel management ,
process of communication is
indirect in nature
HRM prefers to direct
communication within the
organisation.
Focus Its primary focus on
monotonous activities such as
employee hiring, training and
development, remunerating
and harmony.
Its main aim on treating the
manpower resources of the
firm as valued asset which is
useful and preserved.

For British Airways , organization fundamental spotlight is on functional level . It
underscore the specialized abilities and everyday enrollment, preparing and advancement. It has
being proactive viewing at individuals in monetary terms as either assset and cost to be
successfully overseen. Its attention on generally speaking association movement and regarding a
representative as an important resource . A firm award framework, execution measures were
utilized achieve the objective with restricted asset.
e.) Analyse the job design strategies of the chosen firm
HRM has been embraced by many working condition with in the hypothesis of
occupation plan . It is essentially worried about the provisions of occupation angd how these
impact individuals conduct. Occupation configuration is thje demonstration of making some
work that empowers the association to accomplish its goals.while persuading and compensating
the representative (Mohamed Imhmed Abuazoom, Hanafi and Bin Ahmad, 2019). Following are
the job design which is being used:
Job Rotation: It refers to transfering the worker from one occupation to another to mix it up
and diminish apthy by permitting them to play out an assortment of assignment . This program
can prompt increment inspiration and make adaptability in simple position. In the event that
British Airways utilize this idea , it influence representative execution just as conduct.
Organization make more difficulties, test versatility to another climate, they open workers to
various practical spaces of the firm.
Job Enlargement: It includes adding extra exercises with the equivalent hierachical level to a
current job . It expands the expertise of assortment and assignment identrity, empowering a
laborer to accomplish more comparable exercises, which decrease redundancy, shows an
assortment of abilities and gives a more extensive scope of responsibility. If there should arise an
occurrence of this aircraft firm, work extension helps in improving the efficiency of worker since
it permits them to draw their ideal lines, control their quality, right their slip-up and plan the
work.
Job Enrichment: It implies adding not many more inspirations to make some work really
fulfilling. For example: freedoms to get criticism, making units of unique work, which is pointed
toward gathering interrelated assignment to build personality. For British Airline, venture are
advanced to persuade their workers by adding their obligation and the abilities that they can
create.

Job Simplification: It is just an antonym of occupation enlagement. It is the most common way
of eliminating task from existing jobs to make them more befuddled. It looks to work on both
human fulfillment and errand productivity by incorporating into individuals' positions, more
prominent extent of individual accomplishment and greater freedom for individual progression
and development. For example: British carrier assists with further developing the work strategy
for the association as a result of augmenting the yield.
f.) State hiring and firing strategies of the chosen firm
Hiring Strategy: Hiring strategy is an arrangement or activity that assistance in recognize
effectively, draw in and select the best possibility for explicit occupation job (Habraken and
Bondarouk, 2017). Some of the strategy are as follows:
 Social Media:It is a remarkable hiring tool which helps in share work postings with your
whole organize and energize a two way discussion. In the current period everybody is
utilizing web-based media. If there should be an occurrence of British aircrafts, selection
representatives spreading the data about employment opportunities via web-based media
and this aides in recruiting the adolescent for a suiltable occupation profile since now a
days many individuals are profoundly dynamic for looking through positions over online
applications so it will accommodating in producing novel thoughts inside the association.
 Recruitment Agency: It is the external that discover reasonable possibility for managers.
Fundamentally they work for the benefit of bosses to get a suiltable lines of work and fill
the opening. For British aircraft, enrollment organization is incredibly helpful in light of
the fact that, it can distinguish experts for regular occupation jobs and can relieve a
tremendous measure of tension. This can haggle in the interest of the two players and
concur a commonly satisfactory compensation bundle.
Firing Strategy: It refers to a complex plan that terminate of employment by an manager
against the power of the employee (Gurmu and Aibinu, 2018).
 Take Decisive Action: It refers to a task which should be completed with nobility,
regard and compasssion. For instance : If British aircraft fire any worker then they should
guaranteeing on safeguarding the honorability of the representative, since, supposing that

business will discourtesy of the representative and talk with him a terrible way then they
document a claim in regards to its feelings.
 Know the nuts and bolts of firing an employee: It states that why and how you say it.
Furthermore, be clear with regards to why the end is occuring, without disgracing an
employee.In instance of the firm if any individual will be fire so manager should discover
a private spot for the discussion and keep quiet and expert in your tone . This will
descourage a furious reaction just as diminishing the odds of a representative making a
harrasment or segregation charges.
g.) Use corporate examples of firm using good HR practices
According to Dale Yoger- “ HRM practices involves the furnishing of leadership quality and
direction of people in their employment relationship at the workplace . In the context of British
Airlines the HRM is considered as far as enlistment, determination , preparing and advancement.
In the organization a deal letter of a representative is given on the web and the way of meetings
with directors are made to acquire ability and capability af a person. This firm is in the thick of
its journey towards its extended presence through the human asset the executives technique in an
aircraft industry universally. It improving the asset the executives interaction is aroad map
towards its end. It is the way that worker sees the organization's capacity to bargain and settle
issue influencing them is significant. Firm had some authentic worry in executing drastying
business techniques. This makes a practical working environment framework that help better
administration of employes while guaranteeing that the organization meets its business
methodologies (Fenech, Baguant and Ivanov, 2019).
h.) What recommendation would make to employers regarding HRM practices to ensure that the
organisation performance is high.
Recommendation:
 For finding the roadblocks , organisation should be focuses on employee survey.
Because,this will be helpful in generating fair feedback in terms of how individual
exactly feel about the job and also beneficial for improving the working condition.

 Keep contributing on preparing and improvement as this will rouse representative to
work all the more viably and to appreciate yhe work which will changed over into
consumer loyalty.
 Focus on developing the better mechanism of correspondence in the middle of all levels
of the association. This will permit worker's to feel free with the goal that they can work
in a superior manner.
 Continuously consider all the monetry and non - monetry remuneration like prize ,
motivation and so on . With the goal that this will empower representative inspiration and
achieve the objective in a superior manner (Chaudhary, 2020) .
CONCLUSION
With the above analysis it has been concluded that taking care of the human asset depends on
arranging, improvement and utlisation of the representative labor force inside the working
environment to help better outcomes towards the accomplishment of objective . It has been seen
that the authority of english aviation routes furnish the representative with a great adaptability at
the work environment which help to keep up with the exhibition even out and furnish with their
best yields. This even uncovered the adaptable working practices like HR procedures, work plan,
better climate in the working environment had helped the representatives for getting decrease in
the work strain and stress which made them live more eagerly.

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