People Management Report: HR Policies and Corporate Strategies of HSBC and British Airways

This report discusses the HR policies and corporate strategies of HSBC and British Airways in terms of people management. It also highlights the importance of people management skills and their impact on an individual's personal and professional growth.

Management report

Contents

INTRODUCTION
The term Human resource management is the practise of selecting, recruiting and hiring the
employees for the organisation so as to manage the system of the organisation properly and
efficiently. The HR department is basically a strategic approach towards the effective
management system in the organisation which is also responsible for creating, putting those
emphasis and effects on the company or an organisation which can benefit the employers and
the employees in many ways (Aliekperov, 2021). The HR management is considered as
important because it manages the people and employees in a way so that the organisation's
mission and objectives should be achieved. This also helps the managers and the employees to
recruit the new [professional workers and the individuals who has the capability and eligibility to
perform effectively in the organisation with the best of their potential. In this report, many
policies and functions of HR Department will also be highlighted.
MAIN BODY
Corporate Strategy of HSBC
The name of this bank is derived from the initials of The Hongkong and Shanghai Banking
Corporation Limited, the founding member of HSBC. The red and white hexagon symbol was
arrived from the original house flag of the Bank which was based on the cross of St Andrew.
the bank has opted changes in all forms such as revolutions, economic crises, new technologies
and adapted to survive through it. The HSBC is a well known reputed bank having its large
operations spread largely. The corporate strategy is necessary and mandatory which is to be
followed by the companies and the organisations in order to achieve success and a well known
position in the long run (Bhavsar, and Bhugra, 2018). The corporate strategies of the HSBC
bank is based on various components and aspects such as, They focus on their strengths by
which they can make the greatest difference for the customers, also they are putting the full
power of the bank in every pocket of the customer so they can promote more easy and
convenient ways of digital banking which can also be considered as a more secured way of doing
banking. The bank also energises for growth as they inspire a dynamic and inclusive culture to
empower the people by helping them to transform and develop their present skills so as to
promote a better future for them. HSBC is also leading the transition to net zero economy as
1

they are transforming themselves and supporting the customers financially so that they can
promote their own transitions (Turulja, and Bajgoric, 2018).
Corporate strategies of British airways
British Airways is a well known global airline which is bringing people, places and different
cultures closer together for about more than 100 years. The British Airways is also Serving the
community and planet at its best. As customer satisfaction is the main focus of the organisation.
They are also looking forward in sharing their best of the exciting sustainability initiatives with
their customers. The corporate strategies are referred as those strategies and tactics which can
help the management functions to flow easily and smoothly. As British airlines has its main
focus on providing the best of its potential to its customers by their excellent services through
which the customers can have a good experience as well. The British airways strategies is based
on performing in a high standard manner and also increasing the customer satisfaction, The
airways focuses on the cost leadership policy as well. The company also stays dynamic
according to the preferences of the customers. The organisation also uses the various financial
and operational performance indicator so as to measure the performance of the workers and the
employees within the organisation. British Airways is also focusing on the strategic vision and
business mission of which also outlines the future programmes of the company based on the
functions in human resource (Chaudhary, 2019). The company is also paying attention towards
delivering the best of its value to its customers so that they can refer it as the best by far airways
they have ever experienced. The British Airways is also encouraging the environment
sustainability through its services as having an environmental concern is much important to
protect it. This also increases the customer's awareness regarding the environment as it is much
needed and by promoting the healthy environment it is also creating a good value and impact on
its customers.
The corporate strategies of HSBC and British Airways have their main focus on increasing the
profit of the organisation but they both have quite different strategies as the HSBC belongs to the
financial sector and British Airways is an aviation sector so they have different approaches
towards the strategies as the British airways focuses on the constantly changing market
conditions, intense competition and opting other business models which can expand the business.
2

Whereas the banking sector of HSBC mainly engages itself in the intermediation and the
provision of various financial services and their stability to the customers.
HR policies of HSBC
The Human resource Policies or the HR policies refers to the continuos guidelines towards the
approach in which the organisation is intend to adopt the better management of its people. These
are the basic rules and framework that the business put in place to direct their employees in a
better direction (Javadizadeh, 2020). The HSBC has also various kind of HR policies which are
given below.
 Remuneration
The pay strategy of the HSBC is designed to reward the competitive advantage over the banking
sector and opting such policies by which the sound financial support can be build by the
company which can also handle the effective risk management which can also lead to the
achievement of the organisational goals. The core aspect of the Remuneration policy is to
increase the scorecards of the executive directors and other group members so that the global
management should be promoted (Thorson, 2020).
 People Management
The people management Policy of the HSBC bank is to transform its services and employee
experiences by empowering its workforce and paying attention towards the development of its
employers and the employees working in the organisation so as to motivate them to achiever the
targeted objectives by managing the human resource effectively and efficiently by creating the
good values among the customers and its shareholders too.
 Recruitment
The term recruitment is choosing the appropriate candidate for the vacant position in the
organisation so as to make the best of its result through the effective working. The Recruitment
policy of HSBC is a bit complex in nature as it takes a lot steps to get selected over there. The
process includes various stages such as, submitting the CV and completing various series and
attempts of online assessments as the organisation as it focuses on the inclusive work
environment where anyone can reach their full potential also.
 Employee training
3

The Employee training of HSBC is the process in which the employees are trained and managed
in such s way that their potential is increased in the betterment of their skills and other parts in
which the improvement is much needed (Qamar, Afshan, and Anwer, 2022). This includes the
job related coaching and personal development to equip the employees with the relevant job and
excellent functional ability to perform the various tasks in the organisation.
The above mentioned HR policies can serve the corporate policies in many ways as they can
boost the Employee satisfaction and can also increase the confidence of the employees and the
workers as it will ensure that the teams are aligned to help the business in achieving its strategic
objectives and also to increase their influence and the power of decision making power over the
organisation. The HR management and policies can also take the key role in shaping their
organisational strategies which contributes to the future success as the workforce is promoted in
the better way.
HR policies of British Airways
The HR policies of British Airways are as follows
 Remuneration
The British airways have undertaken various initiatives in recent years so as to promote the fair
wage system by ensuring that the low paid workers are paid fairly (Jong, and Ho, 2019). They
also encourage the fair compensation to the passengers who cancels their flight or gets delayed.
The company has also improved the remuneration policy over the period of time (Pattanayak,
2020).
 People Management
The people management system of the British airways is quite effective in promoting the values
of human resource and its various functions. The British airways is good at maintaining the
relation between its employees and the customers as well By which it can achieve the
organisational goals which were setted. The various training programmes and other skills
development areas are also focused by the management team so that the people management can
be done effectively and efficient;y towards the best of their potential. The airways is also aware
about the various management system which can help to increase the efficiency of the
organisation which can lead to the achievement of the organisational goals by which the ultimate
target of increasing the profit can be achieved (Raina, 2018).
4

 Recruitment
The recruitment policy is the most crucial policy of any organisation which lays down the stress
on opting the suitable candidate for the business and by which the effectiveness can also be
increased by having the excellent potential human resource (Obaidat, 2019). The British
Airways has a complex procedure of recruiting the employees as it carries out the comprehensive
background check on the candidates, this will also include the work history, references, financial
stability and any extended gaps. The security company of the British Airways stays in contact
with the individual by the help of the Email.
 Employee training
Learning and development is considered as an important part of the British Airways as they
always comes up with the scope of new learning and development methods for their employers
and the workers in the organisation. The provide various training and opportunities by which the
employees and the workers can improve their functional ability and their areas of weakness into
their strengths (Livy, 2020). The organisation also provides the multi-million pound investment
in the staff training so as to increase the effectiveness and efficiency of the workers performing
in their organisation. These strategies and policies has also increased the ability to perform
within the organisation.
The above mentioned HR policies can serve the corporate policies in many ways as it effects the
management system of the organisation which in turn effects the whole structure of th company
or an organisation as well. The British Airways has many HR policies which help them to
increase their potential in many ways by which the organisational goal can also be achieved also
with keeping in mind about the mission and vision of the organisation as well. The corporate
policies of The British airways is to provide the maximum financial support to the customers
which can be achieved by opting the excellent management policies. The HR policies of The
airways are quite effective in terms of achieving the corporate policies as well, as they serves the
basic guidelines and rules for the company.
5

REFLECTION
The above report has a detailed discussion about the Human resource management and its
various policies which effects the organisation in many ways. The term people management is
also described above which is considered as an important personally and professionally as well.
It referred to the set of practises and different approaches which help the individuals and the
other people to enhance their skills and the process of talent acquisition as well through which
we can focus on the improvement of various areas which needs the development. People
management is a broad topic which means to develop, organise, solve and grow in terms of the
human personality by which the individual can get an effective and efficient approach to work
with the new enthusiasm and enhanced skills as well. According to me, The management of each
and every skills consists by us should be I the best possible way by by which we can increase our
present capabilities and functional abilities to perform more and more better to achieve our
desired goals. The next important term which should be used and developed by every individual
is known as the teamwork, it refers to the ability to perform in a team. Teamwork is quite
effective when the works are quite difficult and complex as working in a team can help us in
dividing our tasks into simpler forms through which the burden of work also reduces up[to a
great extent. Every individual should promote the team work and try their level best to increase
their effectiveness and efficiency through working in a team. As, united we stand divided we fall,
this statement ensures the meaning of the importance of teamwork in one's life. According to me,
the Teamwork is a skill which can help us to perform nicely with different people and members
around us. This also helps us to get socialize more and we can communicate effectively. It can
also increase our confidence and boost our morale by which we can increase our capability to
work hard. Being alone and working would not be effective and interesting as compared to
working in a team, by which we can also share our experiences, gain more knowledge about
various things from different people. I am a person who always believes in working in a team as
it becomes more easy to communicate and grasp more information regarding the work and tasks
which are assigned to us. There are a lot of skills which helps us to improve our efficiency such
as time management, leadership qualities and training and development by which we can
enhance our present skills so as to achieve the desired goals. The time management is the most
important skill which should be considered by the individual in every field as being effective and
6

efficient can increase our speed and functional ability buy which we can achieve our goals. The
time management can also help us to remove the habit of procrastination as it promotes the
importance of time towards the completion of our work. The term people management skills are
also known as the soft skills as it is harder to define them easily. These skills such as
communication, trust and patience as well. The term people management is necessary quality for
us as if we want to improve ourselves in certain ways and in various other fields it is considered
as important to develop the people management skills. Being an individual I have an urge to
make myself better everyday so that I can be more productive and more confident towards my
skills. I want to develop my people management skills so that I can know more about the areas of
interests of various people, their functional abilities and various things which can help me to
enhance and boost my knowledge. As I got to know the importance of people management skills
I came to know about various ways which can be opted to develop these skills such as,
separating the personal problems from the organisational ones, balancing the work and appraisals
and checking the performances on a regular basis can help us to opt an effective people
management system. Being an individual who likes to analyse its potential and core strengths, I
have analysed about various strengths and skills of mine which can be helpful to me in various
ways such as, effective communication skills and leadership qualities and social. With having an
effective communication I can understand and communicate easily in terms of making my points
clear and having a clear cut conversation so as to reduce the communication barriers also. As I
am good at maintaining connections with other and can communicate easily with them, I
consider myself social as being social can help me in many ways as it also allows me to stay
extrovert and I also feel more comfortable and easy in making new friends as well. Being social I
can enjoy more benefits of enjoying with the good company of people in which u can be in your
comfort zone and also approach new people as well. Being social has its advantages too as it
allows me to open up with different culture and backgrounds by which I also initiate to enjoy
their society as well. With having leadership qualities I can state that I have the abilities to
perform as a leader of the team with having those abilities I also boost up the morale of various
individuals and other people so that they can perform effectively and efficiently in the team and
can also encourage themselves to increase their productivity as well.
7

CONCLUSION
The above report went into detail with many complex topics such as, The importance and the
various policies of Human Resource department which is considered as the most important
department in managing the human resources effectively and efficiently towards the direction of
achievement of organisational goals. Along with that the report also discussed about the
Corporate strategies of HSBC and British airways including the difference between them as well.
Further more, the report also highlighted the Various HR Policies of HSBC and British airways
in terms of four components, which states about the aspects of company in promoting the
effective and efficient management system among the organisation. The report also highlighted
that how the HR policies can serve the corporate policies of the organisation and how they are
linked in terms of achieving the organisational goals with keeping in mind about the mission and
vision of the company as well.
8

REFERENCES
BOOKS AND JOURNALS
Aliekperov, A., 2021. Creating Business and Corporate Strategy: An Integrated Strategic
System. Routledge.
Bhavsar, V. and Bhugra, D., 2018. Violence towards people with mental illness: assessment, risk
factors, and management. Psychiatry and clinical neurosciences, 72(11), pp.811-820.
Chaudhary, R., 2019. Green human resource management in Indian automobile industry. Journal
of Global Responsibility.
Javadizadeh, B., 2020, October. Workplace Bullying: The Role of Hr Policies and Training in
Promoting a Healthy Workplace Environment. In Academy of Management Proceedings.
Jong, L. and Ho, P.L., 2019. Family directors, independent directors, remuneration committee
and executive remuneration in Malaysian listed family firms. Asian Review of Accounting.
Livy, B., 2020. Job evaluation: A critical review. Routledge.
Obaidat, A.N., 2019. Is economic value added superior to earnings and cash flows in explaining
market value added? an empirical study. International journal of business, accounting, & finance,
13(1).
Pattanayak, B., 2020. Human resource management. PHI Learning Pvt. Ltd..
Qamar, F., Afshan, G. and Anwer, R.S., 2022. Sustainable HRM and well-being: systematic
review and future research agenda.
Raina, A., 2018. Strategic HR: Illusion or Reality?. International Journal of Engineering, Science
and Mathematics, 7(1), pp.193-200.
Thorson, J.T., 2020. Predicting recruitment density dependence and intrinsic growth rate for all
fishes worldwide using a data‐integrated life‐history model. Fish and Fisheries, 21(2), pp.237-
251.
Turulja, L. and Bajgoric, N., 2018. Information technology, knowledge management and human
resource management: Investigating mutual interactions towards better organizational
performance. VINE Journal of Information and Knowledge Management Systems.
9

10