Human Resources Strategies and Impact on Royal Mail Plc

Human resources

Table of contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
Change in the HR strategies by the firm......................................................................................3
Impact of environmental factors on culture and HR plan............................................................4
8-box HR model..........................................................................................................................4
Storey’s 27 points of difference between HRM and Personnel Management.............................5
The job design strategies.............................................................................................................6
State the hiring and firing strategies............................................................................................7
Corporate examples of firms using good HR practices...............................................................7
Suggestions / recommendations to employers regarding HRM practices to ensure that the
organisational performance is high..............................................................................................8
CONCLUSION................................................................................................................................8
REFRENCES.................................................................................................................................10

INTRODUCTION
The report is about the human resources of Royal Mail Plc. It is the British
multinational postal services as well as Courier Company. The founder of the company is King
Henry VIII. The company has its headquarters in London, United Kingdom. The company serve
in United Kingdom. The services provide by the company are letter post, EMS, parcel services,
delivery, third party logistics and freight forwarding. The company earned the revenue of
£10,840 million in 2020. The pandemic has caused many challenges to the company and the
company have to change the HR strategies according to the situation that are discussed in the
report. The report discusses the impact of the environmental factors on the organisational culture
as well as the HR planning. 8-box HR model is explained in the report for creating more value to
the company. the Storey’s 27 points of difference between the HRM and personnel Management
are provided an the management used by the company is discussed. The job design strategies of
the company are analysed. The hiring and firing strategies are discussed that are used by the
company during the pandemic situation. The report is provided with the examples of companies
that are using the best HR practices. In the end the suggestions/recommendations are provide for
ensuring the high performance in the organisation.
MAIN BODY
Change in the HR strategies by the firm
The businesses in UK are linked with the Royal Mail. The posties are delivering the posts
all the days during the pandemic. The businesses are dependent upon the Royal Mail services.
The Royal Mail has to face many challenges during the time of pandemic and the HR of the
company managed the challenges to overcome them. The biggest challenge faced by the
organisation is that they are suffering from the staff absence and the HR has to manage the
severe levels of absence that is continuously increasing at the organisation. The organisation is
implementing strategies for the management of the challenges along with some changes in the
sickness policy. The HRM review the primary functions as well as services and prioritise them
due to the lack of the staff for work. The HRM understand the fact that they are unable to
perform their usual services.
The HRM have to change the normal working of the organisation for implementing self-
isolation for minimizing the spread of the virus and protecting the employees from getting
infected by the virus. These changes are done for protecting the business also (Duarte, 2019).
The sickness policy needs to be in accordance to the homeworkers as well as the onsite workers
and the sickness policy is enhanced more for the seriousness of the situation due to the
pandemic. The HR keeps records of the absence along with the absence monitoring for
predicting the impact of this on the working of the organisation. The expected absence rate was
20% for the staff but the pandemic situation increased the absence rate predicted by the
organisation. The Royal mail take steps for managing the absence rate, first step was that they
prioritise the essential services and while doing the services that can be done in the pandemic
situation at their best, the organisation was also explaining that there will be delays due to the
situation and same services will not be fully provided to the customers.