Human Resource Management: Strategies and Practices of British Airways

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.

HUMAN RESOURCE
MANAGEMENT

INTRODUCTION
• The concept of human resource management is referred to as the
highly effective procedure to manage the company's staff properly
associated with the business. Each global operating company operates
with an experienced human resource officer who is responsible for
conducting the organizational operations properly. The present part of
the report would include the main functions as well as the purpose of
the human resource department within the boundaries of an
organisation.

Purpose and function of HRM
 Human resource management is denoted as the backbone of every
business company. The function assists in companies through
furnishing each resource that all are needed for the smooth running of
organizational activities. The main aim behind the hiring of a human
resource officer is that his major responsibility is to enhance the
performance of businesses to achieve their goal expectedly. There are
different main functions of HRM that are highly essential to have the
effective planning of a company's workforce .

Continue.....
 The purpose of HRM which apply to the workforce planning at British
Airways are mentioned below:
 The major purpose of HRM is to manage the company's staff in an
effective way which ultimately contributes to the flawless operations
of a company.
 The department of HRM also aims at practising effective planning that
leads to the development of strong decisions. The planning is related
to the successful maintenance of healthy employee relations as well as
the successful attainment of organizational goals at British Airways.