Impact of HRM on Employee Performance

This assignment delves into the crucial role of Human Resource Management (HRM) in shaping employee performance. Students are tasked with analyzing the impact of different HRM practices, including traditional and adaptive approaches, on employee motivation, training, appraisal, and incentives. The objective is to understand how effective implementation of HRM strategies can contribute to increased productivity and overall organizational success.

Research project
“Impact of changing Human Resource Management practices on
employee performance: A case study of British Airways”

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
RESEARCH PROPOSAL...............................................................................................................1
1.1 Formulating and recording possible research project outline specifications.........................1
1.2 Identifying the factors that contribute research project selection..........................................2
1.3 Critical review of key references...........................................................................................3
1.4 Producing research project specification...............................................................................4
1.5 Making an appropriate plan and procedures for agreed research specification.....................5
TASK 2............................................................................................................................................6
IMPLEMENTING THE RESEARCH PROJECT..........................................................................6
2.1: Matching resources efficiently to the research questions or hypothesis...............................6
2.2: Undertaking proposed research investigation in accordance with the agreed specification
and procedures.............................................................................................................................7
2.3: Record and collate relevant data by adopting systematic recording approaches................10
TASK 3..........................................................................................................................................17
EVALUATION OF THE RESEARCH OUTCOMES FOR THE PROJECT..............................17
3.1: Research evaluation techniques to analyze findings...........................................................17
3.2: Interpretation and analysis of the results in terms of original research specification.........17
3.3: Recommendations and justifying areas for further consideration......................................19
TASK 4..........................................................................................................................................20
4.1: Use of agreed format for presenting outcomes...................................................................20
(Covered in PPT).........................................................................................................20
REFERENCES..............................................................................................................................21
APPENDIX....................................................................................................................................22
Questionnaire.............................................................................................................................22

INTRODUCTION
In the present era, Human Resource Management (HRM) has become one of the essential
parts of every organization which helps in selecting, managing and developing employees in an
effectual manner. As competition among businesses is enhancing with a face pace so it is
necessary for every business entity to make their human resources more efficient and competent
so that products as well as services can be delivered with full effectiveness (Renee Baptiste,
2008). Therefore, availability of effective HRM practices is must and for that, it is required for
the management of commercial entities to make regular changes in their HRM practices as well
as policies. Improvements in these practices assist organization to motivate employees and this in
turn leads to enhance the performance of them to a great extent. Along with this, changes in
these practices also focus on increasing the electiveness of training and development process so
that workforce’s skills can be improved and by this, their productivity as well performance can
be maximized. By considering this aspect, the present research project will focus on analyzing
the impact of changing HRM on employee performance. For better understanding of such
research, British Airways is taken into consideration which serves high quality of air services to
various customers.
TASK 1
RESEARCH PROPOSAL
1.1 Formulating and recording possible research project outline specifications
Research topic
Impact of changing human resource management (HRM) practices on employee
performance: A case study of British Airways (BA).
Research aim
To analyze the impact of changing HRM Practices on employee performance in context
of British Airways.
Research objectives
 To explore the changing HRM Practices at BA.
 To evaluate the relationship between different HRM practices and employee
performance.
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 To analyze the impact of changing HRM practices on employee performance.
 To recommend ways through which HRM practices can be improved to enhance
employee performance at BA.
Research questions
 What are practices followed by BA in context of changing HRM practices?
 What is the relationship between different HRM practices and employee performance?
 What are the impacts of changing HRM practices on employee performance?
 What are the ways through which HRM practices can be improved to enhance employee
performance at BA?
Rationale for the selection of this topic
As it is a well-known fact that product and service efficiency of business entity mostly
depend on the performance of employees so it is essential to focus on enhancing the
effectiveness of HRM practices by making improvements on the regular basis (Robson and
McCartan, 2016). By considering this aspect, the current topic “to analyze the impact of
changing HRM Practices on employee performance in context of British Airways” is selected.
This topic will assist researcher to understand various changes that are followed by British
Airways on the continuous basis so that employee performance can be enhanced in an effective
manner. Further, researcher will focus on understanding relationship between changing HRM
practices as well as employee performance and on the basis of that, further ways will be
determined to improve HRM practices in order to increase employee motivation.
1.2 Identifying the factors that contribute research project selection
Selection of research project is done on the basis of following factors which are as follows:
 Achieve the requirement: It is one of the major factors that leads researcher to conduct
study (Mackenzie and Knipe, 2006). The preset research project is selected as it is one of
the major requirement of course to understand the impact of changing HRM practices on
employee performance.
 Availability of past researches: This topic is selected by the researcher because various
investigations have been conducted in the past to analyze the role of changing HRM
practices in improving the performance of employees. Availability of more sources will
help researcher to perform the practices of data collection in a better way.
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 Current issue: As competition among businesses is increasing with a fast pace and due
to this, it has become essential for every company to focus on enhancing its efficiency
level (Gast and Ledford, 2009). For that, improving employee performance is must and
this can be done only if company has availability of effective HRM practices as well as
policies. So, by considering this, this topic is selected for the proper research.
1.3 Critical review of key references
Human resource management plays a crucial role in enhancing the performance of
employees to a great extent. Along with this, it helps in ensuring the development of them so that
they can work with full efficiency as well as effectiveness. By considering this aspect, it has been
stated by Hansson, (2007) that the current market has availability of lots of opportunities as well
as intense competition and due to which, it has become very challenging for every business
entity to survive in a long run. In this critical situation, availability of efficient workforce is must
by which commercial entity can more effectively towards the path of success and getting
competitive advantage (Hansson, 2007). In order to make employees more efficient and
competent, changes in human resource practices is must as by this, employees can be developed,
motivated and satisfied in an effectual manner. Now days, individuals prefer to work with the
company which provides more development opportunities and focuses on understanding their
needs as well as requirements on the regular basis. According to this aspect, it is required for
business entities to focus on continues improvement of HRM practices as by this, they can
generate more development opportunities for employees and understand their needs in a better
way (Sanders, Dorenbosch and de Reuver, 2008).
As per the viewpoint of Purcell and Kinnie, (2007), motivation is one of the major
functions of human resource management which focuses to encourage employees to perform
their work more effectively. Without motivation, human resources cannot become able to deal
effectively with the loopholes available in their performance and thus, this can focus on reducing
the level of their productivity. Therefore, availability of proper motivation is must for every
business entity like British Airways and changes on continuous basis in the practices of
motivation are also essential as management should provide both the monitory and non-monitory
rewards on time to time as per the performance of employees. Along with this, changes in
training is essential to be considered in the present era by the management of various companies
so that employees can become more able to gain knowledge about new skills as well as abilities
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as this in turn enhances their performance level to a great extent (Purcell and Kinnie, 2007).
Further, for the purpose of making changes, different methods of on the job training and off the
job training should be used so that development of employees can be ensured as per their needs
as well as convenience.
According to Chand, (2010), it is the major requirement of every company including
British Airways to make their performance appraisal system more effective as they can consider
ethical guidelines and industry standards while making changes in it. Availability of proper
appraisal system helps in determining the performance level of workforce in an effectual manner
and with the help of this; they can be incremented as well as appraised in a better way. By doing
this, employees can be motivated to perform their tasks with full dignity and by this, their
performance level can be increased to a great extent (Chand, 2010). Along with this, commercial
entity also needs to render incentives properly as per the extra efforts of employees so that they
can be inspired to perform work with high integrity and beyond their capacity.
As per the study of Guest, (2011), there are various ways through which improvements in
HRM practices can be done with full effectiveness. One of the major chances that is necessary
for every organization is related to eliminate the chances of discrimination while performing
practices related to recruitment, training, motivation and performance approval. By considering
this, it is required for the management of business entity to render equal opportunities to all the
employees so that discrimination can be avoided and performance level of them can be
maximized. Along with this, training is necessary to be provided on the regular basis so that
development needs of workface can be achieved and due to this, they will focus on performing
their tasks in a better way (Guest, 2011). Here, selection of training must be varying as per the
requirement of employees instead of giving same training to all.
1.4 Producing research project specification
Research methodology
It is a type of process that includes several methods, tools and techniques with the help of
which research will be conducted in a systematic manner (Neuman and Robson, 2012). It focuses
on making an effective plan by which proper information can be gained regarding subject matter
for the purpose of drawing better outcomes as well as conclusion. Various tools which will be
used in the present investigation related to research methodology are as follows:
Research philosophy
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There are mainly two kinds of research philosophy such as positivism and interpretivism
(Cooper, Hedges and Valentine, 2009). In the present research, researcher will focus on
considering interpretivism philosophy for understanding the impact of changing HRM practices
on employee performance in case of British Airways. With the help of this philosophy,
researcher will be able to gain in-depth knowledge regarding the subject better so that better
outcomes can be attained in less time.
Research approach
Research approach includes mainly two types such as inductive and deductive. In order to
assess the impact of changing HRM practices on employee performance, inductive approach will
be followed. At first, this approach will focus on the specific areas of research and after that, it
will move towards general conclusion. According to this approach, research questions will be
prepared to gain specific knowledge regarding the subject matter (Balls, 2008.).
Research design
In the present investigation, descriptive research design will be considered by the
researcher and with the help of this design; detailed knowledge will be gained about the role of
changing HRM in improving the performance of employees in context of BA.
Methods of data collection
In order to collect data in an effective manner, both the primary and secondary methods
will be used. In case of primary data collection, survey method will be considered and with the
help of this, questionnaire will be prepared that will be further filled by the employees of British
Airways. However, for collecting secondary data, various sources such as books, journals, online
articles and company’s website will be used (Heath and Street, 2008).
Sampling
For the present investigation, purposive sampling will be considered by the researcher
which is a non-probabilistic technique. According to this sampling, researcher will focus on
getting information from the employees of company who will be available at the workplace.
Here, sample size for the research will be 20 employees of British Airways.
Data analysis
For the purpose of analyzing data, thematic analysis will be used which is a qualitative
technique and it will help the researcher to evaluate data as well as information in a systematic
manner.
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1.5 Making an appropriate plan and procedures for agreed research specification
RESEARCH ACTIVITIES 1st 2nd 3rd 4th 5th 6th 7th 8th 9th
Preparing research proposal
Framing aim and objectives
Developing research questions
Reviewing of key references
Producing research
methodology
Collecting data from primary
and secondly sources
Analysing data as well as
information
Drawing findings and
interpretation
Submitting of draft
Modification as per the tutor’s
comments
Submission of final report
TASK 2
IMPLEMENTING THE RESEARCH PROJECT
2.1: Matching resources efficiently to the research questions or hypothesis
The above stated research questions for the present investigation study has been
conducted with the utilisation of resources which are stated as follows. Along with this,
relationship of these resources is shown with the formulated research questions:
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 Financial Resources: Funds are significant resource which helps in conducting the entire
research study (Geerts, 2011). There are so many requirements where financial resources
are employed such as purchasing research materials, acquiring books, payment to
manpower employed.
 Human Resources: Manpower who is involved in entire investigation study is inclusive
of researchers, respondents, analyst, reviewers etc who are required to be chosen as the
research specification and study. They provide the way to gather information, evaluate
and interpret data.
 Time Resource: The entire investigation is inclusive of various activities which are
undertaken by researcher. In the present study, there is need to acquire in depth
knowledge and understanding about the HRM practices of BA and their contribution in
enhancing the employee performance.
 Physical Resources: Attainment of resources such as books, journals, published materials
etc are required to meet the need of secondary data collection (DuBois and et.al., 2006).
These will be used in present study so that interrelationship between recent HRM
practices folllwoed in organisation can be investigated.
2.2: Undertaking proposed research investigation in accordance with the agreed specification and
procedures
Carrying out present research with respect to agreed format and process has been made
below:
Introduction
In the recent world of globalisation, changing international trends and organisational
approaches have direct link with the human resources practices. The impact of fast
transformation in strategic role played by human resources management of the organisation is
identified as chief factor in growth of business enterprises (Paauwe, 2009). The direct role has
been evidenced with the HRM practices followed by BA and their tremendous contribution in
raising the employee performance. This is considered as crucial by entrepreneurs as the
development of the staff members have direct link with the increasing productivity of the firm.
The present research has been conducted with the aim to present the changing trends that have
been bought about from the traditional approach to recent alteration in HRM practices. These
have been required to revise and understand so that employee can better be able to explore the
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rising aspect of HRM practices which are brought about by the use of latest technology and
innovative working practices. In 2014, BA raised the salary of all its employees by 2.7%. This
has been majorly measured and provided on account of their increasing performance and growth.
BA carries a motto of Fly to serve where focus is majorly given on customers and development
of their activities. Recently, while observing the fact that they are getting more customer ratio
over employee, they realised to executive better HRM practices so that performance of
employees can be strengthened and they devote more commitment to work and in accomplishing
organisational objectives. The above presented research proposal has been made on the basis of
which research project will be undertaken.
Aim
The aim of research is:
“To analyze the impact of changing HRM practices on employee performance: A case
study of British Airways”.
Research objectives
The research objectives are as follows:
Research Objectives:
 To explore the changing HRM practices at BA. To evaluate the relationship between different HRM practices and employee relationship at
BA. To analyze the impact of changing HRM practices on employee performance at BA. To recommend ways through which HRM practices can be improved to enhance employee
performance at BA.
Research Methodology
Introduction
Research Methodology is vital to understand the way through which complete research
study can be conducted appropriately. With respect to agreed research specification and
procedures, following tools has been chosen so that aim and objective to meet the demand of
current research can be made:
Research Philosophy
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Positivism and interpretivism are two main kinds of research philosophies which help in
conducting the entire study with the suitable paradigm (Gast and Ledford, 2009). The present
investigation is related to analyse the impact of changing HRM practices in enhancing the
performance of the employees in the organisation. Hence, interpretivism philosophy has been
used so that data used to conduct recent HRM practices can be compared well with traditional
HRM approaches and performance of staff during past years can be interpreted.
Research Approach
An approach is applied so as to gain the structure through which entire study can be
undertaken. The application of suitable approach is necessary as any wrong step can affect the
investigation (Neuman and Robson, 2012). Thus, researcher made peculiar efforts in
implementing appropriate selection. Inductive and deductive are two main kinds of research
approaches. For the current study on exploring the HRM practices at BA, inductive has been
applied. This is applied to study the current study from specific to general level. The rationale
behind the same is to meet the points so that growing progress of employees working at BA can
be measured appropriately.
Research design
Descriptive, exploratory and explanatory are three major types of research designs
(Cooper, Hedges and Valentine, 2009). Researcher makes selection of design so that significant
attributes of sample population chosen for acquiring data can be understood in the best possible
manner. The rationale is to gain the understanding with information to meet the need of current
research topic.
Methods for collection of data
There are two main methods which are applied to collect information required to achieve
the research objectives. These are primary and secondary data collection tools. Primary data is
collected through various tools such as survey, observations, interviews etc. For the present
research, investigators need to acquire the non published data with the help of survey technique.
In that, questionnaire are designed and developed which comprises of different HRM practices
that are recent and are executed in the organization for developing employee performance.
Sample population chosen for current work is employees working at British Airways.
(QUESTIONAIRE: Covered in APPENDIX 1)
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Secondary data collection is a method which is used to collect published data to achieve
the research study. There are used different forms or methods such as books, journals, working
papers, online articles, British Airway’s annual report, online sources, etc. Through the use of all
these sources, the data pertaining to current research topic has been gathered.
Sampling
Sample population is required to be collected in appropriate number to do conduct
survey. Probabilistic and non probabilistic are two types of sampling methods (Balls, 2008.). For
questionnaire developed in present study, purposive technique which is sub part of non
probabilistic technique has been used. Employees who will be available at office are surveyed to
meet the objective of investigation. Sample size for this research study is 20.
Data Analysis
The evaluation of data collected is made through two methods namely qualitative and
quantitative. For present study, qualitative analysis has been taken. Data gathered through
sources are presented in the form of tables and graphs and are then analysed on the basis of
findings made (Heath and Street, 2008). The rationale is to help researcher to gain the
meaningful outcome.
Ethical consideration
In an order to conduct the present research study, there is need to follow some code of
conducts. For instance, with respect to present study, there is need to seek permission from
respondents who participate in the current investigation (Geerts, 2011). Secondly, it becomes
imperative to make them believe that the collected data from them will be kept confidential in
future. Thirdly, in order to access any information through sources which are not available, the
prior notice need to be granted from them. Along with same, lastly, the work presented should be
well cited and plagiarism free.
2.3: Record and collate relevant data by adopting systematic recording approaches
Primary data collected is required to present in the appropriate form so that resultant
outcome can be gained out from same. There are various techniques through which information
gathered from respondents is collected and presented. For the present study, graphs and charts
are used and are presented in the themes defined through qualitative data analysis technique as
follows:
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Theme 1: Human resource management contribute major role in enhancing employee
performance
Responses Number of
respondents
Yes 15
No 3
Can’t say 2
Theme 2: Changing and adaptive HRM practices are more significant to enhance employee
performance.
Responses Number of
respondents
Traditional HRM
practices
2
Changing and adaptive
HRM practices
18
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Theme 3: Applying innovative and adaptive HRM practices in competitive business
environment assist in enhancing employee performance.
Responses Number of
respondents
Yes 13
No 4
Can’t say 3
12

Theme 4: Effective implementation of changing HRM practices are correlated with increasing
performance of employees.
Responses Number of
respondents
Yes 14
No 4
Can’t say 2
Theme 5: Motivational practices have direct impact on enhancing employee’s morale to
perform better.
Responses Number of
respondents
Disagree 4
Neutral 3
13

Agree 13
Theme 6: Changing training method imparts knowledge and skills to employees thereby
enhance their performance to greater extent.
Responses Number of
respondents
Disagree 3
Neutral 2
Agree 15
14

Theme 7: Availability of proper appraisal system helps in determining the performance level
of workforce in an effectual manner.
Responses Number of
respondents
Disagree 1
Neutral 2
Agree 17
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Theme 8: Rendering proper incentives properly as per every extra of employees inspire to
perform work with high integrity and beyond capacity.
Responses Number of
respondents
Disagree 2
Neutral 2
Agree 16
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TASK 3
EVALUATION OF THE RESEARCH OUTCOMES FOR THE PROJECT
3.1: Research evaluation techniques to analyze findings
After the collection of data relevant to current study where impact is required to analyze
for the changing HRM practices in enhancing employee performance, the next step lies in its
proper evaluation. For the present study, qualitative data analysis technique has been used where
efforts are laid to study and gain in depth evaluation of data gathered through primary and
secondary sources. The study has been made with regards to different HRM practices and their
implementation in the recent business environment. Research instigates the development in the
employee performance through the changing aspects of the organization.
Formative and summative are two kinds of research evaluation techniques (Balls, 2008).
According to me, the present study has been evaluated with the assistance of summative
evaluation. Hence, this is more appropriate with respect to present study. This is better as the
present study is about investigation regarding demonstration and understanding of current HR
practices of the British Airways to define the resultant outcome and solution as a whole. This is
broader concept which assists in evaluating the outcome in judgmental way to present effective
solution. Hence, summative evaluation technique is more suitable for present study.
3.2: Interpretation and analysis of the results in terms of original research specification
Theme 1: Human resource management contribute major role in enhancing employee
performance
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Analysis: As per the collected data, it has been determined that human resource management
plays an effective role in enhancing the performance of employees as 15 out 20 respondents
stated that they are agree upon this statement. However, 3 out 20 employees of British Airways
determined that HRM practices do not help in improving the performance of employees and
remaining 2 respondents were not able to say anything regarding subject matter.
Theme 2: Changing and adaptive HRM practices are more significant to enhance employee
performance.
Analysis: According to the survey, it has been identified that changing and adaptive HRM
practices are more beneficial in enhancing the level of employee performance as compared to
traditional HRM practices. 18 out of 20 employees of British Airways have belief that changing
and adaptive HRM practices are helpful for them in terms of improving their performance.
Theme 3: Applying innovative and adaptive HRM practices in competitive business
environment assist in enhancing employee performance.\
Analysis: Here, 13 out of 20 employees were in the favor of statement and thus, they believe that
in this competitive environment, it is essential for the management of company to adopt
innovative and adaptive HRM practices for the purpose of improving employee performance.
However, 4 respondents were not in the favor of statement and 3 were not able to say anything
about the same.
Theme 4: Effective implementation of changing HRM practices are correlated with
increasing performance of employees.
Analysis: According to collected data, it has been evaluated that 14 out of 20 employees have
belief that there is a correlation between changing HRM practices and employee performance.
On the other hand, 4 employees stated that they do not think that both the functions have any
correlation and at last, there were 2 employees that had nothing to say about the same.
Theme 5: Motivational practices have direct impact on enhancing employee’s morale to
perform better.
Analysis: By considering the responses of employees at BA, it has been determined that
motivational practices directly focus to enhance the moral of employees as such statement was
agreed by the 13 out of 20 employees of BA. Along with this, 4 employees were disagree upon
the same and 3 were neutral.
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Theme 6: Changing training method imparts knowledge and skills to employees thereby
enhance their performance to greater extent.
Analysis: According to collected data, it has been identified that 75% employees of BA were
agree upon the fact that changes in training methods leads to enhance the performance of
employees by increasing their skills. However, 15% employees were disagreeing on the
statement and 10% were neutral to say anything.
Theme 7: Availability of proper appraisal system helps in determining the performance
level of workforce in an effectual manner.
Analysis: Here, it has been evaluated that 85% respondents think that availability of proper
appraisal assists in determining and appraising the performance of employees in an effectual
manner. However, 10 % respondents think that appraisal system has no role in enhancing the
level of employee performance and 5% respondents were neutral for the same.
Theme 8: Rendering proper incentives properly as per every extra effort of employees
inspire to perform work with high integrity and beyond capacity.
Analysis: As per the collected data, it has been identified that 16 out of 20 employees were agree
upon the statement which defines that by rendering proper incentives, employee can inspire to
enhance the level of their performance. However, 2 employees are BA was disagreeing upon the
statement and 2 were neutral for the same.
3.3: Recommendations and justifying areas for further consideration
The following recommendations can be made:
 Organisations should always try to find new and innovative ways to develop and keep
their employees motivated to perform better.
 HRM practices should be designed and executed on regular basis so that employee feels
adaptive to understand and work dedicatedly.
 HR department should not limit themselves to one method or way to initiate
organisational change rather newer and innovative tactics should be encouraged to boost
manpower.
 It is recommendable for British Airways to plan, design and focus on Strategic Human
Resource Management (SHRM) practices.
Areas for further consideration
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With the present study is limited to the study of analysing changing HRM practices in the
organisation. Therefore, some of the areas can be further explored and researched. Researchers
can investigate further areas of HRM practices such as career planning, compensation, employee
participation etc. Along with this, effectiveness of implementing HRM practices in measuring
employee performance can be also being considered for future research and study.
TASK 4
4.1: Use of agreed format for presenting outcomes
(Covered in PPT)
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REFERENCES
Books and Journals
Balls, P., 2008. Phenomenology in nursing research: methodology, interviewing and
transcribing. Nursing times. 105(32-33). pp.30-33.
Chand, M., 2010. The impact of HRM practices on service quality, customer satisfaction and
performance in the Indian hotel industry. The International Journal of Human Resource
Management. 21(4). pp.551-566.
Cooper, H., Hedges, L. V. and Valentine, J. C., 2009. The handbook of research synthesis and
meta-analysis. Russell Sage Foundation.
DuBois, D. L. and et.al., 2006. Research methodology and youth mentoring. Journal of
Community Psychology. 34(6). p.657.
Gast, D. L. and Ledford, J. R., 2009. Single subject research methodology in behavioral
sciences. Routledge.
Geerts, G. L., 2011. A design science research methodology and its application to accounting
information systems research. International Journal of Accounting Information
Systems. 12(2). pp.142-151.
Guest, D. E., 2011. Human resource management and performance: still searching for some
answers. Human Resource Management Journal. 21(1). pp.3-13.
Hansson, B., 2007. Company-based determinants of training and the impact of training on
company performance: Results from an international HRM survey. Personnel
review. 36(2). pp.311-331.
Heath, S. B. and Street, B. V., 2008. On Ethnography: Approaches to Language and Literacy
Research. Language & Literacy (NCRLL). Teachers College Press. 1234 Amsterdam
Avenue, New York, NY 10027.
Mackenzie, N. and Knipe, S., 2006. Research dilemmas: Paradigms, methods and
methodology. Issues in educational research. 16(2). pp.193-205.
Neuman, W. L. and Robson, K., 2012. Basics of social research: Qualitative and quantitative
approaches.
Paauwe, J., 2009. HRM and performance: Achievements, methodological issues and
prospects. Journal of Management studies. 46(1). pp.129-142.
Purcell, J. and Kinnie, N., 2007. HRM and business performance. Oxford Handbook of Human
Resource Management. p.533.
Renee Baptiste, N., 2008. Tightening the link between employee wellbeing at work and
performance: A new dimension for HRM. Management Decision. 46(2). pp.284-309.
Robson, C. and McCartan, K., 2016. Real world research. Wiley.
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Sanders, K., Dorenbosch, L. and de Reuver, R., 2008. The impact of individual and shared
employee perceptions of HRM on affective commitment: Considering climate
strength. Personnel Review. 37(4). pp.412-425.
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APPENDIX
Questionnaire
(For employees working at British Airways, UK)
DEMOGRAPHIC CHARACTERISTICS
Name:
Age:
Email id:
Q 1. Since how many years you are working in British Airways?
Less than five year ◊
Five to ten years ◊
Ten to more years’ ◊
Q 2. Do you agree that human resource management contribute major role in enhancing
employee performance?
Yes ◊
No ◊
Can't say ◊
Q 3. According to you which among the following HRM practices are more significant to
enhance employee performance?
Traditional HRM practices ◊
Changing and adaptive HRM practices ◊
Q 4. Is there need to apply innovative and adaptive HRM practices in competitive business
environment to enhance employee performance?
Yes ◊
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No ◊
Can't say ◊
Q 5. Do you think effective implementation of changing HRM practices are correlated with
increasing performance of employees?
Yes ◊
No ◊
Can't say ◊
Kindly mark the following to indicate your level of agreement.
6. Motivational practices have direct impact on enhancing employee’s morale to perform better.
Disagree ◊
Neutral ◊
Agree ◊
7. Changing training method imparts knowledge and skills to employees thereby enhance their
performance to greater extent.
Disagree ◊
Neutral ◊
Agree ◊
8. Availability of proper appraisal system helps in determining the performance level of
workforce in an effectual manner.
Disagree ◊
Neutral ◊
Agree ◊
9. Rendering proper incentives properly as per every extra of employees inspire to perform work
with high integrity and beyond capacity.
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Disagree ◊
Neutral ◊
Agree ◊
Q 10. Kindly give suggestion regarding changing HRM practices that should be implemented to
increase employee performance at workplace.
25