Job Design Strategies of British Airways

This article discusses the job design strategies implemented by British Airways to enhance employee engagement and productivity. It explores the concepts of job rotation, job engineering, and job enlargement. The strategies aim to create a diverse and challenging work environment for employees.

HUMAN RESOURCE
MANAGEMENT

Table of Contents
INTRODUCTION.....................................................................................................................................2
TASK A......................................................................................................................................................2
Examining how human resource tactics were changes by British Airways.............................................2
TASK B......................................................................................................................................................3
Analyzing impact of environmental factors on culture and Human resource plan of British Airways.....3
In order to determine the impact of each factor specific model may utilize in the context of company
that is;......................................................................................................................................................3
TASK C......................................................................................................................................................4
Usage of specific HR model and state how value was formed by airline.................................................4
TASK D......................................................................................................................................................6
Using storey’s 27 points of difference between HRM & personnel management as a benchmark, state
what is being practiced by British Airways.............................................................................................6
TASK E......................................................................................................................................................7
Job design strategies of company............................................................................................................7
TASK F......................................................................................................................................................8
Hiring and Firing Strategies.....................................................................................................................8
TASK G......................................................................................................................................................9
Corporate examples of firms using HR practices.....................................................................................9
TASK H....................................................................................................................................................10
Recommendations.................................................................................................................................10
CONCLUSION........................................................................................................................................11
REFERENCES........................................................................................................................................12

INTRODUCTION
Human resource management is describing as one of those strategic methods that
contribute to manage the performance and productivity of individual person at workplace. It also
defined as set of activities and effective practices that HR manager conduct to obtain desire
outcomes. It helps to increase staff performance and organizational productivity in efficient
manner. The current assignment will be based on British Airways, which falls under the category
of leading airlines in the world and known as budget friendly airline as well. The study will
explain how HR strategies were fluctuated by company and impact of environmental factor on
organizational culture as well as human resource plan. It will justify use of any HR model and
state how value was created by organization through it. Furthermore, the report will define
differences between personnel and human resource management by using Storey’s 27 points and
will also describe job design tactics. It will clarify firing and recruitment tactics of British
Airways during pandemic situation and corporate example of companies using effective human
resource activities. The assignment will explain suitable suggestions that individual would make
to employers regarding human resource management practice to assure that airline performance
is high.
TASK A
Examining how human resource tactics were changes by British Airways
There are several factors exist within the work of business that impact current practices of
management and business operations of companies. Pandemic is one of those forces that put
negative affect on administration of airline and its tactics related to Human resource (Ugoani,
2020). It may drive the attention of organization towards changing its HR strategies related to
recruitment and selection and other concepts of strategic human resource management that are;
Bonus scheme-
In order to retain talented and experience cabin crew members, firm may take decision to
boost the morale of individual candidate, in term of making change related to its employees
rewarding tactic (Meijerink, Keegan and Bondarouk, 2020). Human resource manager within
British Airways may take action to reward each worker on the basis of their performance in form
of bonus as it may plan to provide bonus scheme that paid to all workers equally and fairly, when

they work hard and perform excellently which in return may contribute to increase the
performance level of company.
Online recruitment-
Just like above, hiring and selection is another concept of strategic human resource
management that firm may implement and change tactic related to it, due to pandemic. For
example, instead of taking interview offline, in recent time HRM may take initiative to hire
people online in term of asking questions to them and following procedure of common interview
(Baykal, 2020). They may efforts to take aptitude test online and communicate with them
through video conferencing. This is the way that define change that may happen at workplace
within British Airways.
Training programs-
Along with above two, organization may take action to change its tactic in the context of
specific strategic HRM concept and that is training and development. In term of fluctuation, it
may take decision to segregate training sessions instead of conducting activities related to this for
long run in duration. It may provide individual learning via a program that was based upon
principles of open understanding leads to MBA award. Furthermore, it may start program of top
flight to cater a series of lessons to learner to perform at executive position.
TASK B
Analyzing impact of environmental factors on culture and Human resource plan of British
Airways
In order to determine the impact of each factor specific model may utilize in the context
of company that is;
Pestle analysis-
Political factor-
Fluctuation in any kind of political factors may impact current plan and organizational
culture of a company. For example, due to pandemic government may take decision to shut
down each venture for short term duration as it may announce lockdown that put negative impact
on company culture in term of driving attention of management and workers towards changing

their way to work. It may drive attention of HR to train people according to current
circumstance.
Economic factor-
Due to pandemic, many people in this world are unemployed, they are unable to maintain
their living standards (Amankwah-Amoah, 2020). As an economic factor, it may put positive
impact on British Airways culture and human resource plan in term of driving efforts of HR to
create friendly environment at workplace where new people may perform with existing.
Social factor-
Online booking and reservation are included in category of current market trend that may
put positive impact on organizational structure in term of putting less pressure on staff to book
tickets offline. It may also affect in similar human resource plan in term of developing skilled
workforce who may contribute to grab this opportunity.
Technology factor-
Technology advancement may put positive impact on British airways culture in term of
creating productive environment where people may able to utilize each technology such as
online reservation, etc. It affects HR plan in way of developing training session.
Environment factor-
Sudden changes within environmental factors like pandemic may put negative impact on
HR plan in term of driving attention of human resource to develop tactic through which they may
aware people about safety precautions that they may take into their consideration forever.
Legal factor-
There are several legal elements that may put negative impact on airline. Any change
related to each factor may link to infrastructure to route flights and human resource plan to
prepare teams accordingly.

TASK C
Usage of specific HR model and state how value was formed by airline
It is quite important for human resource management and British Airways to create value,
for which they may utilize effective tools and models related to HR. The Guest is one of the most
effective HR frameworks that contribute to create value at workplace by the company when it
may consider each element of this model and implement in practical manner systematically. It
claims that human resource manager within organization may have particular tactics that they
may use to obtain desire outcomes that are behavioral, excellent performance, etc. This concept
may encompass six key components that support firm to create value (Human Resource
Management Models, 2021).
Human resource tactic-
By taking this dimension into their consideration, British Airways may create value for
workers in term of developing plan to train everyone to improve their productivity and
performance which may allow them to obtain positive impact in form of rewards.
HR practices-
Furthermore, frim may create value at work area by understanding abilities of individual
person and then take decision to assign accountability among employees accordingly (Uysal,
2020). Along creating value, this element may help to create positive working environment.
Outcome-
With this component, British Airways may achieve set aim when it may choose and use
those tactics which outcomes company may obtain in positive manner such as build skilled
workforce, retain talented candidates, etc.
Behavioral outcome-
This element refers to cultural values and discipline of company that plays vital role in
planning of tactic for human resource management practices (Vu, Nguyen and Le, 2020). It may
allow individual to feel valuable and create positive working environment at workplace.
Financial consequences-

British Airways may effectively and successfully create value for pilot and other cabin
crew members when it may take initiative to provide rewards on the basis of performance of
individual person, which is quite important to do so.
Performance results-
Innovation at workplace and freedom to communicate with other may allow firm to
obtain desire results in term of increasing productivity and profitability as well as performance of
brand.
TASK D
Using storey’s 27 points of difference between HRM & personnel management as a benchmark,
state what is being practiced by British Airways
Human resource management and personal administration are two different terms that
many companies like British airways may utilize. The differences between each concept may
define through Storey’s 27 points, in which company may practice specific one.
Dimensions Personnel management HRM
Rules Focus on business growth Concentrate on individual
growth along with business
Direction to management
action
Processes According to organizational
needs
Management role Transactional form is used Transformational leadership
style
Initiatives Individually Integrated
Communication Prefer to use indirect
communication ways
Human resource manage
efforts to communicate with
people directly.
Selection Separate and marginal act Integrated and key task
Focus of attention for
interventions
It may adopt personnel
processes to do so.
While, human resource
management use wide
ranging cultural, personnel
tactics and structural action.

Conflict management To manage conflict personal
management term may utilize
temporary truces
On the other hand, HRM may
efforts to manage culture,
work place environment and
determine reason behind
issue.
Training & development Control access to sessions Learning from experience and
organizations
Jo designing Prefer in division of workers Team work communication
and coordination
Personal management may concentrate on administrative tasks that may interrelate with
organizational activities such as record keeping, salaries, handling employee wages and conflict
at workplace. While, human resource management may focus on worker’s task, their
performance and productivity, which directly or indirectly impact business success and growth,
and due to this reason they prefer to improve individual candidate performance at workplace.
From above comparison on the basis of storey’s 27 points of differences and above
statement, it can be said that British airways is being practiced with human resource management
terms, because it allows its venture to grow even better than last year and its competitors who
already operated their business practices within airline industry (Trullen, Bos‐Nehles and
Valverde, 2020). By practicing HRM, organization may effectively retain their skilled and
talented people at workplace, which is quite important to do so as it help to build strong
workforce who may contribute to increase productivity. This term may permit management to
enhance organizational performance and gain competitive edge currently and in the future.
TASK E
Job design strategies of company
Job Rotation-
This aspect of designing job states that it is important for employees of British Airways
to keep working with some change in roles they play for the organization. This is done so that
they remain interested in their work. For that they have to keep indulging the part of activities

which are relatable to it and has some challenge for them so that they can work with the skills
and their own talents in the field of productivity. This way they will engage with the culture of
company even if its diversified because it will help them to work with the change quickly. Some
of the processes are time consuming which creates issues while using this method.
Job Engineering-
This aspect of designing job works as per the current and ongoing tasks with the methods
that are a part of the process, management and labour and the standard set by company as this
will them to reduce the dependency. British Airways tend to work with strategies that gives
better results to them and reduce the challenges in work. This can be done by researching and
analysing the potential areas for growth with options. In order to maintain their standard and
goodwill it is important for them to make sure that people hired are best in their field and able to
take the responsibility given by company (Mousa and Othman, 2020).
Job Enlargement-
This aspect of job designing works with the duties of employees in the tasks and the work
that has been done by them. For example, pilots have many duties instead of just flying the
plane, they have to greet the customers, make sure their experience was good so that they travel
again with them and during the flight keep giving them the status of condition route and time at
which they will arrive. This adds tasks in their profile of work but it keeps them busy and let
them think any other thing. Pilot likes to get credit and recognition for their work. This is why
even employees demands the same from company.
TASK F
Hiring and Firing Strategies
Hiring Strategies-
Advertising and Promotion-
In order to cope up with the dynamics of environment it is important for organization to
find employees that has the potential to keep operating the work and take over the responsibility
given by the organization easily. In order to send the status that British Airways is currently
hiring they use these strategies so that they can send message and invite to people. Methods such

as print media or announcement is done in aviation school so that people with skills can be hired
(Kianto, Sáenz and Aramburu, 2017).
Social Media-
This aspect has turned out to be very vast as everyone is connected on it which is
beneficial for both the recruiter and job seeker. This is why company takes the help of all the
available platforms online such as Indeed, LinkedIn etc. so that they can connect with these
people and after that both can come to a decision which will help them to select the candidates
for the job. Other than that they also help in promoting the opportunities for the people who want
job in this sector and this is done when company is looking to expand their business.
Firing Strategies-
Notice Period-
HR of British Airways fulfil their responsibilities as per the culture set by management
which is to make sure that when there is a need to fire employees it is important that they are
given a notice of one month on payroll so that in that time they can look for other jobs. Also they
must be explained that their work will be only appreciated and give them fix retention till their
performance is good.
Decisive Action-
This step involves taking analysis and evaluation of factors and on the basis of that HR
makes decision which proves out to be worthy. There are processes involved in area of HR
which states that they will have to maintain relations with employees even when they have been
fired so that mutual respect will remain between both of them and nothing will go in negative
manner.
TASK G
Corporate examples of firms using HR practices
Fedex-
In accordance with (Delery and Roumpi, 2017) management of Fedex worked with
people service profit model as they are the ones who introduced it and it is made in such a way

that assured success for the organization. Other than that it was the department of HR who made
sure to enable right practices as per the model of business used. This is why company has been
segment leader for years in market and they have been able to maintain issues which is risen by
community.
Oxfam-
According to (Anwar and Abdullah, 2021) company deals and work for the benefit and
welfare of poor which is why they have been finding potential companies to tie up with and
making their process learn and familiar with. HR is putting pressure on these measures so that
they can increase the level of their contribution and serve for more people.
Sainsbury-
As per the view of (Ahammad, Glaister and Gomes, 2020) reason behind the success of
company is believed to be effective practices enabled by HR which helped them to work with
ideas that were innovative through which they were able to survive in pandemic with high
amount of competition from other companies on their level. They have reduced their margin in
profit in order to increase their share. HR of company makes sure that practices enabled by them
is able to meet the satisfaction level of business.
TASK H
Recommendations
No company be it small or operating on large scale can overlook the importance of HR
practices as they have very high importance in the success of organization. Practices worked up
in business must be on the basis of policies and norms of culture so that employees can work on
the basis of that and get good results for business. If the practices are made and used in the right
manner, then they will be able to perform without any fall which will be better for them as
companies have to maintain a good rate of consistency in order to provide satisfaction to their
customers. This will create a path of growth for them in the sector of aviation which will help
them to serve as per the standards set by them. Department of HR will have to make their
practices advanced as the pace of market has been unpredictable as no one could have predicted
the shutdown which happened due to pandemic which occurred huge losses to companies which
is why practices must be able to build structure that strong that can sustain their operations even

in these measures. Management of company needs to make sure that the practices enabled by
them consists of drivers of motivation and meets the satisfaction level of employees because if
these are ignored then employees won’t work with dedication. Different departments such as IT,
finance and marketing will be easily manageable if the practices worked up are in the right
manner. Also it is important to make sure that the practices implemented by them must be on the
right time as per the external forces of market so that they can give viable returns and succeed.
CONCLUSION
On the basis of above discussion, it has been concluded that by using effective and
efficient human resource tactics organization has gained a lot of success. It has successfully
builds strong and productive workforce at workplace that has contributed to gain competitive
edge and increased organizational productivity even better than other airlines in industry.
Furthermore, it has been determined that by considering each environmental factor that impact
on business culture and human resource plan, firm has taken initiatives to developed strategic
plan and makes changes within existing practices that has helped to overcome the negative
impacts of any factor. From above analysis, it has been identified that by using guest model
airline has created value for workers and hired talented people by using suitable recruitment
tactics.

REFERENCES
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Online
Human Resource Management Models. 2021. [Online]. Available Through: <
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