British Airways: HRM Strategies, Environmental Impact, and HR Models

This report delves into the Human Resource Management (HRM) strategies employed by British Airways, examining the concept of effective HR practices and the impact of environmental factors on the company's culture and HR planning. It illustrates various HR models and their role in organizational structure, differentiating between HRM and personnel management using Storey’s 27 points. The report also interprets job design strategies and hiring/firing strategies within the organization. Furthermore, it evaluates corporate examples of best HR practices and offers recommendations to enhance HRM effectiveness. The analysis highlights British Airways' approach to strategic planning, employee motivation, and adaptation to challenges like the COVID-19 pandemic, emphasizing the importance of aligning HR practices with overall business objectives.

Human Resource
Management.

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY...................................................................................................................................1
TASK A...........................................................................................................................................1
Discuss about the concept of effective human resource practises strategies..........................1
TASK B...........................................................................................................................................2
Analyse the impact of environmental factor on culture and human resource plan................2
Task C..............................................................................................................................................3
Illustrate about HR model and describe how it create organisation.......................................3
TASK D...........................................................................................................................................4
Difference between human resource management and personnel management by using
Storey’s 27 points...................................................................................................................4
TASK E............................................................................................................................................6
Interpret about the job design strategies of the organisation..................................................6
TASK F............................................................................................................................................7
State hiring and firing the strategies of the organisation........................................................7
Task G..............................................................................................................................................8
Evaluate the corporate example for their best Human Resources practises...........................8
Recommendation:............................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
In any organisation there are many different departments Where are they play an important
role to operate the business for generating maximisation the profit.. On which Human Resource
department is one of the key major work practice that enhance to motivate the employees and
hiring potential candidates also creating off rules and regulations that formulate agendas to meet
the objectives. Human resource is also a personal level of management including top, medal and
lower level of management where is divided their works as per their roles and responsibility and
decision making power (Akoi. and Yesiltas,., 2020). The human resource is importance about the
organization which is support to raises different types of strategic planning that influence to
optimism improvement in internal assessment. By having roles and responsibility that enhance
through for prepare internal work to better monitor towards development of specific
organization.It also fulfill the requirements buy human resources where it is the act of managing
all the company's human resource apart from dispute as they are of the most used their abilities
resulting attainment for goals and objective. In this context British Airways is attempting to
demonstrate about the value of Human Resource strategies in incomplete goals and objectives
this is one of the most influence Airways company in United Kingdom which boss stablish in
1974 best United Kingdom. This falling report the topics are cover HR strategies which changed
from concept and impact of environmental factors on culture HR plans. Using of stories 27
points of difference between HRM and personnel management to setting the benchmark
effectively
.
MAIN BODY
TASK A
Discuss about the concept of effective human resource practises strategies.
The concept of Human Resource Management strategies create some proper planning in
organisation related task and provide responsibility to each and every employee to execute in a
proper manner. Human Resource Management is a diverse term. It refers to a branch of
management which specializes in acquiring of skilled workforce, ensuring their proper
management and making sure that they are not facing any kind of problems and issues in the
organization.On the basis of practices of alloying and coordinating human resource with the
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overall company objectives in order to improve better efficiency performance. The strategic
human resource management is also defines where the focus as being highly important for
development and growth of an organisation to better create strategy for fulfilling goals and
objectives (Ali and Anwar, 2021). Some of the practices called recruitment and selection training
and development and performance appraisal are one of the key practices which human resource
usually handle a specific organisation enhance positive working environment. In terms of British
Airways company their HR practices plan on a weekly manner to enhance engagement calendar
work Where activities along with important class ka elaborate which would assigned the task
each and every employee to make their efficiency measure effectively.
Functions of HRM-
 Hiring- One of the main functions of the HR department is to hire staff in the
organization according to the needs and requirements. By doing so, it can make sure that
it hires the best people to do work in the company which can be highly productive for it.
In British Airways., the HR department has to perform this function which makes sure
that the company hires the staff pertaining to its needs and requirements.
 Conducting Interviews- Another main function of the HR department is to conduct
interviews of potential candidates who are willing to do job in the company. By doing
this, the department can make sure that it is able to take the interviews according to its
requirements. In British Airways, the HR department has to conduct interviews to
identify those candidates who will be able to serve the organization for a long time
There was a critical situation of covid-19 which faced by airline services specially British
Airways faces high losses due to to lock down and in that pandemic situation British Airways
having a business deal towards customer interaction provide the airline services which was not
fulfilled for this devastating situation (Pharcharuen, 2021). By evaluating the situation British
Airways change the HR approach in order to reach stablished growth because of the need and
preserves social distance in aftermath of the epidemic. They have to living of there more of the
employees around 12000 people because of not taking them before as the business is not
generating profitable in the market. For that British Airways HR creates a plan to hiring low
range of employees who have skilled entertain potential candidates that reduce the employee
turnover
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TASK B
Analyse the impact of environmental factor on culture and human resource plan.
The Human resource are the one of an organisation which creates better values of their
assets which is why every firm they make sure that using of resources would be in valuable
manner. A better company culture would better provide business strategies culture in effective
manner. There are many environmental factor which creates high resources on which human
resource planning that is one of hard of most critical responsibilities on which firm use to target
human resource demand. As there is situation like COVID-19 on which many business get
affected like British Airways where they usually perform their duty admirably.
The human resource manager of British airways having critical roles and responsibilities to
make proper strategic planning which would help to reduce the environmental impact. In the
result of issues, the result for human resource in organisation decreases. On the basis it has
significant influence on human resources planning. There is having also other environment
elements that have influence on cultural environmental which influence culture and human
resource planning (KIRAL, B. and JIANG, X.,2021). There are more Pestle Analysis which
helps ton provide information regarding with opportunities and threats that would helps to better
generate better positive outcomes and on that basis of HR that helps to form policies for attain
more competitive advantages. Organizations may use PESTEL analysis to take safeguards and
steps to prevent and overcome problems. It is vital for an organisation to thoroughly assess the
influence of environmental elements in order to make appropriate human resource planning
decisions. Human resource planning should be very effective and attainable in order for an
organisation to meet its goals and objectives.
Task C
Illustrate about HR model and describe how it create organisation.
On the basis of Human Resource model it is one of the most complex practice of business
because it assist to describe about the function of human resource in the organisation in terms of
handling the work operation to employees training and development performance appraisal and
regulating salaries and payroll process. The description of the human resource model enables the
organisation to describe the role of human resource at the time of adding value of company. The
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company's human resource they a make that approach in a different manner as per situation bases
which has different human resource model like according to Paul Boselie's 8 box model describe
about human resource value change through Hardvard framework which discuss the above are
quite useful to enhancing corporate procedure. According to the British Airways it has a different
employee of Hardvard human resource framework.
There are some of the key interest of company like stakeholder HRM policies and some
other situation circumstances generates long-term application which are the five main
components of Harvard HR framework involve. This is holistic approach model in which an
organisation determined only on positive outcomes on different situation of business level. It is
happen because it is make sure about overall stakeholders priorities and extremely useful for
Aspiring human resource to strive towards organisation course and objectives in Harvard
framework of human resource management model. As per the human resource policies
considered by British Airways they are also concerned with their stakeholder because it plays an
important role by their profitability and expand their capital. The British Airways incentive
system is also included in the Harvard framework on which human resource work accordingly.
The reward system also implicated on the basis of employees performance where the generator
productivity and company and hence bonus program discounts and free shares (Shaw, Canavan
and Dolan, 2021). The British Airways recognises that their success is due this approach which
Anchorage Investor by meeting their expectations and demands effectively.
TASK D
Difference between human resource management and personnel management by using Storey’s
27 points
In the perspective of different researchers and Academics journals have already researched
and scrutinise information regarding with human resource management and personnel
management differences. From some research point of view there is a difference between
personnel management and human resource management in the concept of the work and
handling the team and individuals during the workplace. This is why why is a critical component
of distinction between personal and human resource management on which it has a strategic
approach where company most precisely focus on asset people and other resources which
generate more positive outcomes in behalf of task responsibility as a order to achieve company's
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goals and objective better way (Wu, , and et.al, 2021). The discussion of personnel management
describe about its crucial aspect of management that comprise over all employees of the
organisation that might easier to underrated the distinction between human resource management
and people management for making elaborate Storey's 27 points.
S.No. Basis Human resource
management
Personnel management
Beliefs and assumptions
1. Norms Impatience with regulations as
well as a can-do attitu
New rules should be given
more weight.
2. Contractual
obligations
It always goes beyond the
scope of the contract.
All touch was meticulously
delineated.
3. Directions for
management
activities
a requirement for business Methodologies
4. Referent for
behaviour
Values and mission Customs, norms, and
customary practises
5. Managerial
responsibilities
fostering Observation
6. The nature of
relationships
Unitarians are those who
believe in one world order.
The pluralist
7. Dispute the emphasis has been taken
away
Institutionalization
Strategic aspect
8. a business
strategy
Customers' focal point To the Labour Party's
management, they are
insignificant.
9. Important tie Quickly Slowly
10. Decision-
making speed
Incorporated Part-by-part
11. Initiatives are a
type of
Management on the front lines Management on the front lines
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initiative that is
use
Line management
12. Managers who
are important
Explicit oblique
13. Communication
is essential.
Transformational leadership is
the ability to change things for
the better.
Interactional
14. the function of
management
Concessions Deliberation
15. Management
abilities that are
highly regarded
Low-cost Very high
16. Normative
development
Levers that are important Levers that are importan
Key levers
17. Make a
payment
Quite a few Severa
18. Job
classifications
and levels
In the direction of an
individual contract
Contracts of collective
bargaining
19. Management of
Labor
Harmonization is important. Separately, haggle
20. Situations Incorporated Distinctive
21. Choosing Collaboration Workforce division
22. Designing a job Companies that are learning Courses are available.
23. Development
and training
Boost the flow Flow restriction
24. Communication
is essential.
Discriminated against standardised
25. Relationship Cultural, structural, and Personnel policies and
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thrust personnel policies of a broad
scope
procedures
26. Interventional
attention
Culture and climate should be
managed.
Obtain a temporary solution
27. Managing a
conflict
Impatience with regulations as
well as a can-do attitude
New rules should be given
more weight.
TASK E
Interpret about the job design strategies of the organisation
As per the situation for any organisation to create the work but having the right strategy can
predict right outcomes towards organisation full stop the relationship in corruption index
important psychological state shop practice to dimensions personal growth and other
organisation implementation idea can also feed it right form of growth for employees as well as
organisation (EGEDE, , AMINU and OLUWOLE, 2021). Perspective of British Airways HR
practices also performs on job rotation job expansion job enrichment and other employment
simplicity which Design better jobs for employees.
Job enrichment:
According to the job it has been determined that focus on adding motivators to employee and
have present those which helps to boost the the efficiency. According to the reading chances
connected to obtain feedback rating natural work units and better for migration with managers
and employee for further growth. The building of relationship between manager and employee
can also assist about Complex situation task to generate competitive advantages is also part of
job enrichment.
Job expansion
This is a highly useful expanding skills and knowledge of certain activities for individual
employee at the basis of job hierarchy. For cultural example British Airways is required a
manager of Human Resource Department that stimulate and operate HR policies and other work
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regulations on a compliance oriented manner and who have skills to determine outcomes of
development employee productivity as per the identification of talents.
Job rotation
According to this HR practice the rotation of a specific position in workplace is a type of matter
in which organisation transfer people from one job to another field (Bakker and de Vries, 2021).
It is an extremely beneficial for employ boarding that determine skill by allowing them to learn
from variety of experiences along with assisting them becoming specialist with a new jobs.
Simplifying about job
On the perspective of British Airways employees are jobs simplification method in which they
believe the human resources are required to focus on specific task this is optical job expansion in
which British Airways eliminates human resource task and responsibility so that they may
determine about entire on one task
TASK F
State hiring and firing the strategies of the organisation
Process of hiring and firing strategies are key important aspect of Human Resource
Management that focused is successful the recruiting and firing studies in order to improve
employee performance. British Airways it aims and objectives to determine the consequences of
their business alternatives. Because to serve the collapse in the aviation business it becomes
extremely difficult for British Airways to eliminate employees in endemic situations because
staff are no enabled to conduct face to face interviews because government regulations also
implies to maintain social distancing (Li, Li. and Liu, , 2021). For that British Airways also need
to form their strategic interview process buy Human Resource Management where they can hire
better candidates in lowering reduce the turnover ratio
Recruiting tactics
On the basis of hiring strategies they focus with the addition of new employee within the
company with a pandemic situation it becomes extremely difficult for British Airways to hire
qualified staff. Result Dekhte implement various equipment actors outlined below:
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On the basis of British Airways happens to recruitment strategies because it is presently
contracting on any eliminating physical Encounters as they have employees online procedure of
interviewing the candidates
By posting hiring aur recruitment advertisement on social media platform where people can
activate and get to aware about job vacancy in Pacific company and apply by sharing their
credentials to the organisation effectively
Task G
Evaluate the corporate example for their best Human Resources practises.
As there several large situation of the corporation which is better demonstrate about how
good corporate effective Human resource practises may help to gain competitive edge of
accomplish their goals ( Józsa, and et.al, 2021). The company which is lead towards market
which aid of effective Human resource practises. Some of the companies like Starbucks,
Accenture, Deloolite, Google and other multinational companies which generate more
business outcomes. As these are main examples in which human resource management plays
an important policies. All important human resources policies as well as many other
functions which is successful order to achieve organisational objectives on the basis of
according to human resources practises..
Recommendation:
For the reason there are some strategies which have different base of suggestion mentioned
below:
 The company should have significant and successful recruiting and hiring practise to
make ensure about the employees that not harmed societies.
 Business must be use of reward system to better stimulate to better promote each
employee performance and having better productivity. On the basis of report system
productivity which improves better morale.
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CONCLUSION
From the above report, it can be concluded that Human Resource Management is a diverse
field in management. There is a purpose of HRM and its functions are helpful for a company.
The approaches of recruitment and selection have their own strengths and weaknesses. The HRM
practices offer benefits to both the employers as well as employees. These practices are effective
in raising the organizational profit and productivity.
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