Analyzing HRM Strategies, Environmental Factors, and HR Models

This report provides a comprehensive analysis of Human Resource Management (HRM) strategies, focusing on British Airways. It examines the airline's HRM strategies, including changes implemented, and analyzes the impact of environmental factors, particularly the COVID-19 pandemic, on the company's culture and HR plan. The report employs the Standard Casual Model to illustrate how value is created by the firm. It also applies Storey's 27 Points of Difference between HRM and Personnel Management to evaluate British Airways' practices. Furthermore, the analysis includes an examination of job design strategies, hiring and firing strategies during the pandemic, and examples of firms with good HRM practices. The report concludes with recommendations for employers to ensure high organizational performance.

Human Resource
Management
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Table of contents
INTRODUCTION...........................................................................................................................3
MAIN BODY..................................................................................................................................3
A) Examine HR strategies changed by the firm..........................................................................3
B) Analyze impact of environmental factors on culture and HR plan of firm............................4
C) Use any HR model and state how value was created by the firm...........................................4
D) Using Storey’s 27 Points of Difference between HRM and Personnel Management, state
what is being practiced by the firm..............................................................................................5
E) Analyze the job design strategies of the chosen firm.............................................................7
F) State the hiring and firing strategies of the firm during this period........................................7
G) Examples of firms using good HR practices and literature....................................................8
H) Recommendations to employers regarding HRM practices to ensure high organizational
performance.................................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10
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INTRODUCTION
Human Resource Management is the strategic process or approach which ensures effective
management or organization so that the business can gain competitive advantage effectively and
efficiently (Cheng and et.al., 2021).
The report will analyze HR strategies by the firm effectively and efficiently. Analysis will
be done for the environmental factors on culture and HR plan of British Airways. HR model will
be created and how value will be created by the firm. Storey’s 27 Points of Difference between
HRM and Personnel Management and what is practiced by the firm will be evaluated. Analysis
of job design strategies will be framed for the British Airways. Hiring and firing strategies will
be framed during this pandemic or Covid – 19. Corporate examples will be explained which will
have good HR practices. Recommendations will be made to the employers regarding HRM
practices which will help in ensuring organizational performance to be high.
MAIN BODY
A) Examine HR strategies changed by the firm
Human Resource strategies are the strategies which are being framed for the purpose to
change the patterns and systems along with the processes which are to be incurred by the
organization. Human resource strategies are helpful for the changes to be taken in the
organization and by framing the strategies, the organization is able to change the ways and the
patterns through which effective and efficient running of the organization is possible and this
enhances the growth and development of the organization (Junita, 2021). British Airways has
changed the strategies which has helped the organization in forming and framing the new ways
through which they can take actions and towards the changing the patterns and the systems in
which the organization is dealing. The British Airways strategies include tax free shares, reward
system, free and discounted shares etc. there are various other strategies which are changed in
the process of knowing what are the key essential strategies which help the business to
acknowledge and grow the business on large scale.
The strategies which the British Airways have changed is described as –
The aim is to grow the business and boost the revenues so that the business is taken on the
scale that the organization is expecting in return from the customers and from the external
business environment. The marketing and products and service strategies of British Airways
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have changed and this has made the whole process and working effective on the scales of what is
to be done for enhancing and creating the new ways of introducing the new patterns in the
business environment in the airlines industry (Lawler, 2020). Along with this, the pricing
strategies of the organization are being changed so that the customers are satisfied and their
needs and requirements are being fulfilled accordingly. Further, there are various problems
which British Airways faced during the past years and this created urge to change the strategies
of the airways so that the processes and patterns of the airways are not on the dissatisfactory
terms and the growth and developmental aspects of the organization is taken on the scale to
improve the patterns.
B) Analyze impact of environmental factors on culture and HR plan of firm
The impact of environmental factors on culture are more on British Airways reflects the
new cultures which the airlines is providing and this provides new opportunities and new
business. The pandemic, Covid – 19 has caused many problems for the airlines industry like the
British industry which affects the environmental factors and the different cultures. There is
environmental cost which the British Airways pays and the airways are identifying the ways
through which the impact can be tackled so that the impact can be reduced to an extent
(Tajudeen and et.al., 2018). The main thing which the British Airways is looking for is providing
the sustainable future which helps in making the future lead successfully to the scale of how the
impact of environmental factors on culture is taken care of and through this, the British Airways
is achieving net zero carbon emissions where the airways is struggling with the operational
efficiencies and this has impacted the culture and HR plan of the firm or organization.
The HR plan of the British Airways depends on how the organization or the firm is able to
achieve the goals and objectives which are being formed and through this the main aim of the
firm is also analyzed and evaluated for the purpose of how effective and efficient the services are
which the British Airways renders to the customers. There is impact of environmental factors on
HR plan of the firm which affects the total process of the firm and through this the main aim of
the company is the source through which the HR planning is done (Abu Amuna and et.al., 2017).
HR planning is done for the operational efficiencies, technical processes and other effective and
efficient tings which are on the basis of how planning is being done in an effective and efficient
manner. The HR planning incurs to the process of how various decisions are taken to safeguard
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the environment and keeping in mind situation whether the environmental factors do not impact
the environment on large scale. Thus, impact of environmental factors on culture and HR plan of
the British Airways considers how the organization is not affected by process.
C) Use any HR model and state how value was created by the firm
The best HR model which is known is the Standard Casual Model which explains that the
casual chain of the model starts with the strategy of business and ends through the HR process
along with the financial processes which takes place in an organization. Standard HR model
continues to deliver the HR plans and the strategies which are being framed for the use of how
the things are to be taken into consideration and through this, the main aim is to consider and
take the functions in accordance of how the things are managed in the British Airways and this is
initiated by managing and coordinating the processes through which the HR activities are aligned
so that the business performance is being lead by the perspectives of growth and development on
large scale. When the business strategy is being aligned, the organization will be able to manage
and work on the systems and the process of how the Airways need to function properly so as to
deliver effective and efficient form of the work which is being done on large scale (Harrop,
2017). along with this, the value of the firm is analyzed and evaluated by the financial
performance which denotes the profits and losses and the cash incur statements of how the
British Airways is treating and working upon the standards to be set for the customers and
making them provide the best of the services in an effective and efficient manner possible.
Therefore, this Standard Casual Model of HR helps in reviewing the processes and
procedures which help in delivering what are the expectations of the customers on large scale.
British Airways follow this strategy which helps the organization in evaluating the performance
and the practices which are to be taken in accordance so that the company is able to deliver the
best of the services and can look after the systems and the practices on large scale. Therefore, the
value of the firm is also calculated by the how the British Airways is considering the form in
which the company grows and develops on large scale effectively and efficiently (Tuan, 2019).
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D) Using Storey’s 27 Points of Difference between HRM and Personnel Management, state what
is being practiced by the firm
By using Storey’s 27 Points of Difference between HRM and Personnel Management, British
Airways practices the best of what HRM practices which helps the organization in making
decisions on the scale of how the practices and the processes of the organization is on the scale
of changing various ways and the strategies through which growth and development is expected
and through this, strategies are framed which helps in fulfilling the objectives and the HR
manager is responsible for the internal and external factors of HRM and through this the
organization is able to incur and analyze what is the basis through which the company is taking
the lead of concerning the factors of how the organization is generating and changing its patterns
by following the HRM practice to be concerned of (Storey and et.al., 2017).
Storey’s 27 Points of Difference is used for the practice which the British Airways is
concerning about. It is described as follows –
Beliefs and Assumptions –
 Rules – There are impatient rules which are being framed by the British Airways and this
helps in circulating the rules overall.
 Guide to Management Action – There are various business – need which are followed by
the British Airways for taking the corrective action overall.
Strategic Aspects –
 Initiatives – There are integrated initiatives which are taken by the British Airways
throughout the process.
 Corporate Plan – The Corporate plan is central to the process of how the things are
working in the British Airways.
Line Management –
 Communication – British Airways follows the direct communication process which helps
the organization in making effective and efficient process easier.
 Management Role – Transformational leadership is being practiced by British Airways
and this initiates the leadership qualities overall (Woldesenbet Beta and et.al., 2019).
Key Levers –
 Conflict Handling – Climate and culture are being managed in the British Airways
effectively and efficiently.
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 Training and Development – British Airways provides training and development to
employees of the organization.
 Labour Management – Towards individual contracts British Airways considers it to be on
basis through which labour is managed in organization effectively and efficiently.
 Pay – Pay in the British Airways is done through performance – related process.
E) Analyze the job design strategies of the chosen firm
There are various types of job design strategies which are described below –
Job Rotation – Job rotation is the technique which is used by employers to rotate their
employees throughout their employment. Job rotation is the systematic movement of employees
and in this the process of how they move from one job to another is process of how various
human resource are being provided job (Zhang and et.al., 2020). Employees of British Airways
move from one job to another due to reasons which they are considering on large scale. Thus, job
rotation is process of how effective is system of organization is.
Job Enlargement – Job enlargement is adding of the activities which are within the same
role to an existing role. It defines that the current job in which the employee is being placed is
considering the current activities which are being placed at the right job role and performing the
British Airways activities and the tasks which are being undertaken by the organization on an
effective and efficient basis. British Airways considers the job enlargement process to be
effective for the purpose of the employees.
Job Enrichment – Job enrichment is process in which the employees are being
motivated so that they intake challenging and interesting tasks which incurs to increase the pay
and require more skills on large scale on an effective and efficient note which helps British
Airways to know exactly how their employees perform different tasks and activities which are
undertaken and on this basis it is made more easier for organization to analyze and evaluate the
process through which everything is taken for purpose to initiate growth and developmental
aspects (Tumi and et.al., 2021).
Job Simplification – Job simplification is the process of eliminating tasks from the
existing roles so that they are more focused on scales of how things are undertaken on ground
level and in what ways is purpose of how employees are reacting and creating ways for the job to
be simplified in terms of being more effective and efficient on larger terms. British Airways
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incurs to job to be simplified to improve and develop work methods that maximizes output and
minimizes expenditure.
F) State the hiring and firing strategies of the firm during this period
The hiring and firing strategies of the British Airways during this pandemic or Covid – 19
has increased the ways through which the British Airways is making the process effective which
engages or eliminates the employees from the organization on large scale. During this period,
Covid – 19, the British Airways is tackling the hiring and firing of the employees and in this
process the company is taking the initiative of how the Airways or the airlines is unable to pay
the employees in this pandemic situation which has initiated the terms through which the process
of how the crew of the British Airways is being considered and provided or taking away the jobs
from them (John, 2019). Various notifications were sent to the employees that they are being
fired and through this the employees are being dissatisfied of how they have contributed to the
firing and hiring of the employees in the British Airways.
In the current situation, the British Airways is not hiring any of the individuals as there is
lockdown in the countries and this has degraded the business services which were to be provided
to the customers and through this, the organization is not being able to contribute effectively on e
scales of what is to be done in whole process of hiring and firing of employees. Therefore, firing
of employees is done more as the organization is not able to create the effective measures of how
to retain employees by paying them sufficient income and to facilitate them from services which
are being taken on high scales (Jou and et.al., 2021). The hiring of employees is not being done
and company is facing the issues and problems while providing services to customers on large
scale. thus, process of how employees are to be hired and fired by British Airways is done on
basis through which company or organization at large scale is considered as being effective and
working on grounds to be efficient so that there key purpose is solved through which everything
is done on basis of considering the situation of pandemic or Covid – 19 which world is facing at
large basis.
G) Examples of firms using good HR practices and literature
Three examples of firms using good HR practices are described as follows –
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Google – The HR practices at Google is named as ‘People Operation’ which reflects the
inventive practices which are undertaken through this HR department which builds the employer
– employee relationship and through this the company is making the significant relationships on
the scale to grow and develop more on the grounds to be effective and efficient as this is people’s
operation which the company follows (Shittu, 2017).
Accenture – The Accenture HR focus is primarily on the reinvention of the performance
which is being undertaken and through this process the company is focusing on the passion of
how the growth and development is being initiated through which all the process of Accenture is
being processed and on the basis of that everything is taken into consideration on that scale to be
effective and efficient.
Adobe – The Company makes an effort in hiring individuals who are in support of how
to place the right candidate at right job which has scaled throughout process of being perfect and
effective on the higher scales (Tran, 2020). Therefore, Adobe is not just focusing on making an
individual team rather is working as group to make HR practices good.
H) Recommendations to employers regarding HRM practices to ensure high organizational
performance
There are various recommendations to employers regarding HRM practices to ensure high
organizational performance which are described as follows –
 Strategies should be framed in such a manner that it benefits the process of how the
British Airways takes the concern in changing patterns.
 The HRM practices should be framed in such way that it initiates growth and
development on large scale.
 For high organizational performance, the technology should be updated and the effective
and efficient processes should be gained and in this process the prospects of growth and
development will be encouraged and promoted (Drushku and et.al., 2019).
 Various ways should be recommended so that the process of how the things are to be
managed and through this the process is being analyzed and evaluated which will help the
organization in making the work more significant.
Thus, these are the recommendations through which the HRM practices will ensure that the
organization’s processes are the main areas in which everything will be accumulated and the
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high performance will be analyzed and this makes the process and the procedure sure to make
effective and this will initiate the process of how the things will be done so that the employees
are provided effective workspace and the organization culture becomes efficient which helps in
making the process of initiating the procedure significant (Forkmann and et.al., 2018). Training
and development is the process which will help the whole organization or the British Airways in
hiring of the employees.
Therefore, these recommendations will help in rescuing and taking in charge of how the
organization and its systems function so that the performance of the organization is analyzed and
through this the main thing is observed which will be initiated through this the main aim of the
organization is also analyzed which helps in initiating what are the major changes.
CONCLUSION
Thus, it is concluded from the above report that HR strategies were changed by the firm
effectively and efficiently. Analysis was done for the environmental factors on culture and HR
plan of British Airways. HR model was created and how value was created by the firm was
analyzed. Storey’s 27 Points of Difference between HRM and Personnel Management and what
is practiced by the firm was evaluated. Analysis of job design strategies was framed for the
British Airways. Hiring and firing strategies were framed during this pandemic or Covid – 19.
Corporate examples were explained which had good HR practices. Recommendations were made
to the employers regarding HRM practices which helped in ensuring organizational performance
is high.
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REFERENCES
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Junita, A., 2021. Agile HR Strategies: Prerequisite of Business Competitiveness in a Dynamic
Environment.
Lawler, E., 2020. Effectiveness of the HR Organization. In Effective Human Resource
Management (pp. 120-128). Stanford University Press.
Tajudeen, F.P. and et.al., 2018. Understanding the impact of social media usage among
organizations. Information & Management.55(3).pp.308-321.
Abu Amuna, Y.M. and et.al., 2017. Strategic environmental scanning: An approach for crises
management.
Harrop, J.J., 2017. Assessment and recommendations for effective HR service delivery model
implementation for organizations. Middle East Journal of Business.55(4022).pp.1-5.
Tuan, L.T., 2019. HR flexibility and job crafting in public organizations: The roles of knowledge
sharing and public service motivation. Group & Organization
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economy. Africa Journal of Management.5(1).pp.24-46.
Zhang, J. and et.al., 2020. Job rotation: core and mechanism. Available at SSRN.
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Training on Employee Motivation. Business Perspectives and
Research.p.2278533721995353.
John, J., 2019. Effective recruitment strategy to improve your hiring process. ZENITH
International Journal of Multidisciplinary Research.9(3).pp.352-357.
Jou, J.B. and et.al., 2021. Uncertainty, hiring and firing costs, and the determinants of profit‐
sharing rules. Managerial and Decision Economics.42(1).pp.185-197.
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Shittu, A.A., 2017. An investigation of human resource management in the organization, on the
example of “Google Inc.” (Doctoral dissertation, Тернопільський національний
технічний університет ім. Івана Пулюя).
Tran, T.O., 2020. Database Systems.
Drushku, K. and et.al., 2019. Interest-based recommendations for business intelligence
users. Information Systems.86.pp.79-93.
Forkmann, S. and et.al., 2018. Capabilities in business relationships and networks: Research
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