Strategic HRM and Environmental Factors in Human Resource Management

Human Resource
Management

Table of Contents
INTRODUCTION.....................................................................................................................................2
MAIN BODY.............................................................................................................................................2
TASK..........................................................................................................................................................2
Use of concepts of strategic HRM and how it is changed by the organisation.........................................2
Impact of environmental factors on culture and HR plan........................................................................3
Use of HR model and how value was created by the firm.......................................................................3
Use of Storey’s 27 points of differences between personnel management and HRM..............................4
Analyze the job design strategies.............................................................................................................6
Hiring and firing strategies......................................................................................................................7
Use corporate examples of firms using good HR practices......................................................................8
Recommendations or suggestions............................................................................................................8
CONCLUSION..........................................................................................................................................9
REFERENCES........................................................................................................................................10
Books and Journals:...............................................................................................................................10

INTRODUCTION
The term human resource management is used to describe as formal system developed
for managing the individuals within the organisation. The HR manager responsibilities fall into
three categories staffing employee, compensation and benefits or defining tasks and activities.
This is a mandate within the organisation and does not like to change in any ultimate way
(ABDOLLAHI, B. and Et.al., 2019). It has been identified by many of the organizations that
without human resource department they can't able to achieve their objectives. They have to
involve all employees from each and every level of management. Every individual is important
for the organisation as the perception is used to create a positive business environment.
Organisation has developed policies and strategies which is related to their employees but have
to update or change as per the demand of the situation. The aim of this report is to consider the
strategies in the context to British Airways which is second largest career in the UK. The
company has it’s headquarter in London, UK and has introduced in 1974. The report comprises
changes in HR strategies models, impact of environmental factors, hiring and firing the strategies
and many more.
MAIN BODY
TASK
Use of concepts of strategic HRM and how it is changed by the organisation.
Strategic human resource Management can be understood as a connection between
individuals and organization’s goals, objectives as well as strategies (Antonova, K., 2019). The
aim of strategic human resource management is to provide innovation, advanced flexibility and
competitive advantage which can be fit to the culture of organisation. It is significantly
considered that strategic human resource management is very essential for the success and
growth of the organisation in order to accomplish the objectives which includes hiring and
selecting, training and development, compensation and succession planning, performance review
and performance appraisal. For the organizations, it is very essential to formulate and update the
strategies in order to compete in the industry. Human resource management plays a very
essential role organisation in terms of achieving the objectives and targets (Caruso, R., 2019). In
context to British Airways, they are always identify and focus on the best strategies that suits
with the human resource in the organisation. Due to covid-19, the situation creates several
problems in every kind of industries even for airline industries too. These companies are
challenged with the situation in managing the human resource capital. Due to the situation
government mandates to stop the airlines and due to the pandemic situation these industries faces
situation of slowdown because of such restrictions. It has to minimize the requirements of human
capital which causes to reduce in job opportunities as well as firing many employees in the
organisation. This was a very typical situation which is faced by every member of the
organisation as they have to lose their job. After the pandemic situation, the organisation is
focused to redevelop the strategies and policies in which they have to follow government rules
and guidelines that is maintaining social distancing after the completion of pandemic situation. It
has been studied that the organisation fired 12,000 employees from the organisation due to the

covid-19 disease (Wikhamn, W., 2019). The respective organisation is completely understand
the concern about handling the situation carefully and focus on strategies that help in recovering
the losses. One of the major reason to changes and update the policy of human resource
Management is to recover the losses. Due to such pandemic, British Airway’s chief executive
officer have to resign and to fill the post they replace with the new executive officer.
Impact of environmental factors on culture and HR plan.
As human resource is very essential for the organisation they have to handle it with care
and concern in order to achieve the goals of the organisation. In the organisation only human
resources can make a positive and negative culture (Ciobanu, A., Androniceanu, A. and
Lazaroiu, G., 2019). The culture of business environment gets affected by several factors in the
environment and which also influence the strategic plans and policies of human resource. When
an organisation want to focus on the demand of human resource in the organisation, they make a
typical plan related to human resource. In context to British Airways, they performs every
function very carefully and take every decision after the post pandemic situation with care.
Human resources planning is highly affected by the impact of environmental factors. It can be
understood that the situation of covid-19 which is highly impact on the organisation and their
human resource planning and culture. This affect negatively in the organisation as it reduces the
demand of individuals. Along with this, there are several environmental factors which affect
culture and human resource planning. There are various factors including political, economic,
social, technological, environmental and legal factors which highly impact to the organisation
activities. Pestle analysis helps to analyze the impact on such factors on the human resource
planning and culture. This analysis helps organisation in order to take safety measures and
precautions that can help to overcome the situation. So that it is very essential to critically
analyze those factors that helps HR manager to take right decisions in their planning.
Use of HR model and how value was created by the firm.
Human resource models plays a very significant role as it helps to explain the role of
individuals in the organisation. With the use of human resource model, a company identifies
itself to explain the role of human resource as well as create values to the organisation. This
model influences the individuals of organisation. In context to British Airways, the identifies that
there are various human resource model such as 8 box model by Paul Boselie, standard model of
human resource management, value chain advance model of human resource, Harvard
framework for human resource and human resource value chain. The company identified that all
such models are very useful to add and create value to the HR practices but the most helpful
model they identified is that Harvard framework of human resource model.
As the company uses a HR model of Harvard framework which essentially includes five
elements that is stakeholder interest, situational factors, HRM policies, long-term consequences
and HRM outcomes. It is a model which universally approached in the organizations that on the
outcomes of various levels of organisation. This model helps HR manager to motivate and
encourage the employees towards goals and objective as it significantly boost the interest in all
the stakeholders. With the help of Harvard framework of HR model, the organisation is focused