British Airways HRM: Strategies, Environmental Impact, and Practices

This report provides a detailed analysis of Human Resource Management (HRM) strategies and practices at British Airways, a multinational organization in the hospitality sector. It investigates various aspects such as hiring policies, job design strategies, HRM and personal management strategies, and the impact of environmental factors on the HR plan. The report evaluates how British Airways creates value through its HR model, compares HRM practices with personnel management using Storey’s 27 points of difference, and examines job design and hiring/firing strategies. Furthermore, it includes examples of other firms with good HRM practices and offers recommendations to enhance organizational performance and efficiencies within British Airways.

Human Resource
Management

EXECUTIVE SUMMARY
The report is in the context of British Airways which is a multinational organisation in
the hospitality sector. This report clearly defines detailed investigation of different human
resource strategies and practices used by the firm. Human resource strategies involves different
hiring inspiring policies, job design strategies HRM and personal management strategies, the HR
model and how different environmental factors impact the HR plan of the business, the report
also details about different organizations using good HRM practices. To the end the report also
delivers certain recommendations that the firm could adopt in order to enhance the performance
and its efficiencies.

Table of Contents
EXECUTIVE SUMMARY.............................................................................................................2
INTRODUCTION...........................................................................................................................4
MAIN BODY..................................................................................................................................4
Determine how HR strategies were changed by the firm. Use of concepts of strategic HRM
should be evident.........................................................................................................................4
Evaluate the impact of environmental factors on culture and HR plan of the selected business
organisation..................................................................................................................................5
Use an HR model and determine how value was created by the firm.........................................6
With the help of Storey’s 27 points of difference between HRM and Personnel Management as
a benchmark and discuss what is being practiced by the firm?...................................................7
Determine the job design strategies of the selected business organisation.................................8
Determine the hiring and firing strategies of the selected business organisation during this
period...........................................................................................................................................9
Discuss a corporate examples of different firms using good HR practices and literature to
justify your stand.......................................................................................................................10
Give certain suggestions / recommendations would you make to employers regarding HRM
practices to ensure that the organizational performance is high?..............................................11
CONCLUSION..............................................................................................................................12
REFERENCES..............................................................................................................................13

INTRODUCTION
Human capital is an important asset to any organisation which needs to be smartly used
towards accomplishment of organizational objectives, this is when the concept of human
resource management came that includes to manage, maintain and develop the workforce of an
organisation. The report is in the context of British Airways which is a multinational airline
based out of United Kingdom. The organisation is in the hospitality sector headquartered in
London, UK, the organisation came legally existence in the year 1974. The airline flies in 184
different destinations with 254 flight size. The key people associated with the organisation are
Sean Doyle and Stephen William Lawrence Gunning. Taking British Airways as the chosen
organisation, with the help of that the report will be supported by relevant and real life examples.
The report covers different human resource strategies taken by the business organisation, how
cultural factors affect the business performance, HR model that the business use in order to
Generate value, difference between human resource management and personnel management,
job design strategies, hiring and firing strategies, examples of different firms using good HR
practices, recommendations given to the employer pertaining to the HRM practices financing the
business performance (Analoui ed., 2017).
MAIN BODY
Determine how HR strategies were changed by the firm. Use of concepts of strategic HRM
should be evident.
Strategic human resource management is defined by developing The human resource
practices into the business. These HR strategies adopted by British Airways, are discussed
below:
Individual development: The human resource manager focuses on developing the workforce of
the organisation wherein the manager looks after each and every individual in an organisation
contributing towards business objectives. Individual development in the association helps to
accomplish both personal and professional objectives of an employee where an is groomed and
delivered appropriate training and guidance so that the employee work as per the standards and
expectations of the organisation (Crawshaw, Budhwar and Davis eds., 2020).

Performance based compensation: the human resource manager in dish Airways delivers
performance-based compensation to the employees which means that higher The performance
quality the incentives would be given as per, where each and every individual’s performances are
being checked be it in serving the customers, managing the core business activities or any other
business related activities for each of these tasks the performance are been monitored and
motivated by compensations.
Information sharing: information sharing is an important part where in the human resource
manager delivers all necessary information to the employs the of the changing customer
preferences, the technology that needs to be adopted, the changes need to be required in the
business and so on. It becomes important that the employees have updated information
pertaining to each and every business internal communication and new ventures which also
enhances the employee learning capacities and exposure to new projects and market trends
(Dessler, 2016).
Recruitment and staffing: It is one of the most important thing in order to fill with skilled
workforce in the organisation. For recruitment and staffing the human resource manager in the
association deploys different technology in order to analyze the requirement of manpower in
each different units and staff the figure obtained. The HR manager of the association identifies
the skilled labour with the help of different social media platforms and company’s website so
that the HR is able to attract the best candidate from the pool of different individuals. Recruiting
helps to select the desired employee for the specific job position who satisfies all the job
requirements and working standards. Further skilled and efficient employees are important to
enhance the performances as per the determined objectives.
Evaluate the impact of environmental factors on culture and HR plan of the selected business
organisation
There are different environmental factors that impacts culture and HR plan of business
organisation. Of street culture Is supported in order to evaluate that how factors of culture
impacts on the HR plan. These are discussed below in brief:
Power distance

Power distance is when an individual enjoys more powers and authority and aims to get higher
job position (Edwards, 2017). People living in UK does not believes in power and authority they
are more focused of getting equal recognition, equality, team spirit and getting equal rights and
opportunities that makes HR manager in British Airways operating in UK to implement
strategies that focuses on delivering equality in rights and opportunities to each and every
individual in the workplace.
Individualism and collectivism
People living in UK a more focused for having an individualistic behaviour. The HR manager in
the association renders Rights to the employees so that there able to make their individualistic
decisions pertaining to the job assigned to them.
Masculinity versus femininity
People living in UK do not believe in inequality between gender. The HR manager of the
association practices such strategies that focuses on both men and women equally and delivering
equal opportunities and rights to both irrespective of their gender (Lawler III and Boudreau,
2015).
Use an HR model and determine how value was created by the firm.
The human resource manager in the British airways use a specific nature model so that
the organisation can achieve the best out of the available resources. This HR model practiced by
the association is:
Fair remuneration: fair remuneration is like a food to the body where in each and every
employee works for getting fair salaries and wages for the work performed by them. The HR
manager in the association delivers wages and salaries by complying to the legal framework of
the government of UK by delivering the minimum wages and salaries. Moreover, delivering
offerings higher salary package in the business helps the employees feel satisfied by fulfilling the
financial needs and they stay longer with the organisation.
Professional development: it is determined by delivering appropriate training to the employees
Where in the human resource manager in British Airways delivers training and development
opportunities for different projects assigned to enhance both soft and technical skills of the

employs and give briefing about the latest technologies and other requirements of the project in
the training so that employees are competent enough to accomplish the project objectives and
targets (Macke and Genari, 2019 ).
Workplace safety: workplace safety is an another important measure taken by the human
resource management in order to practice equality and fair treatment to each and every employee
in the organisation to avoid any kind of harassment and discrimination against Any individual at
work. Moreover, it also helps to maintain positive working environment in the organisation
wherein employees Response as per the ethical code of conduct ( Miebach, 2017).
With the help of Storey’s 27 points of difference between HRM and Personnel Management as a
benchmark and discuss what is being practiced by the firm?
The differences of HRM and personal management and discussed below using stories 27
points of differences:
Personnel management Human resource management
Personnel management involves managing
and monitoring the employee performance
and Maintaining employee engagement in the
workplace.
Human resource management is maintaining,
developing and monitoring the overall human
capital of the organisation. The HR manager
also conducts activities such as recruitment
and staffing to organize each and every
functional activities of the business.
The personnel manager is responsible for
evaluating the job role of different
individuals.
Human resource manager Monitors the
performances of the employees at work.
Personnel manager uses indirect method
while communicating
Human resource manager uses direct method
while communicating.
Decision making process in the personal
management is slow.
Decision making process in human resource
management is quick.

Personnel management is more focused about
delivering training and development to
enhance individual development.
Human resource management is concerned
with staffing and managing the performances
as per the determined standards.
Personnel management and the human resource measures practiced in the association are
discussed below:
Performance management: The personnel manager in the association is shoulder The
responsibility of managing the performance of each employee is at work. Where in the personnel
manager estimates the performances by different and analytical and performance metric tools.
Personnel Manager determines whether overall business performance is as per the standards set,
be it soft skills such as communicating with the customers, knowledge about technology or any
other business unit the personnel manager is deployed to monitor the performances and
individual development in the workplace (Nankervis and et.al., 2019.
Hiring the candidates: The human resource manager in the association is deployed order to
staff manpower and still the vacancies in the organisation. The human resource manager has to
identify the skilled workforce in context of both soft and technical skills. An individual must a
certain and Meet all the requirements of the job, human resource manager of the association
selects the most desirable candidate Where in the qualified candidates are offered job
opportunity and the unqualified are rejected.
Determine the job design strategies of the selected business organisation
There are a different job design strategies implemented by the human resource manager
in the workplace these are job rotation, job enlargement, job enrichment and job simplification.
Job rotation
Job rotation is a strategy or a practice initiated by the human resource manager of the association
to Move the employee to different job roles. Moving an employee to different job roles helps
him/her to acquire different set of skills, enhances learning experiences, exposure to new roles
and opportunities, increases motivation and to the end makes an individual more flexible for
managing different job roles and responsibilities (Pak and et.al., 2019).

Job enlargement
Job enlargement is a strategy of practice initiated by the HR manager of the association which
involves that adding on multiple activities within the same hierarchal level and job position. For
example, if an employee in British Airways is deployed for managing customer experiences,
he/she will also be assigned with the task such as analyzing customer’s responses and new ways
for adopting changes in customer oriented experiences. By adding such an employer might feel
responsible and reduces monotony by doing just a specific job enhances accountable and
autonomy with the job enlargement strategy.
Job enrichment
Job enrichment is determined by adding motivational dimensions to a job. This includes
delivering positive feedback, teamwork, increase task significance and other motivational factors
that positively strikes an employee to work better in the workplace (Sparrow, Brewster and
Chung, 2016).
Job simplification
Job simplification is a strategy implemented by the human resource manager of the association
which involves by removing task and activities to reduce the work stress and burdens so that
employee feels focused and determined towards a specific job role.
Determine the hiring and firing strategies of the selected business organisation during this period.
The hiring and firing policies implemented by the HR manager in the association is
discussed below:
Hiring policies
Job requirements: it is the prior responsibility of the HR manager of the business organisation
in order to recruit and staff the workforce that best satisfies job requirements pertaining to
different job roles. These requirements are as per the soft skills and technical skills, behaviour of
the candidate and various other factors that best suits a candidate for a specific job position in the
organisation. The HR manager shoulder the responsibility of hiring the most suitable and skilled
employee with proficient skills and knowledge pertaining to the specific job role (Soltis, Brass,
D. J. and Lepak, 2018).

Background check: background check is A crucial factor that the HR manager is responsible in
order to check that the specific candidate does not have any criminal records, Records of any bad
experiences in past workplace. The HR manager must choose wisely the desirable candidate that
Fulfils the safety and security measures determined by the organisation.
Firing policies
Security measures: it is the Role of HR manager to pass information and proper guidance about
the ethical code of conduct in the business organisation and the security measures that the
candidate must comply with in order to maintain the positive and disciplined working
environment. If in case any employee is seen violating the safety and security measures in the
organisation such as causing mental or physical harm to any other employee at work, then he or
she will be fired from the specific job position on the spot (Strohmeier and Piazza, 2015).
Performance level: it is important and mandate for each and every employee to Stick to the
performance level set by the organisation. The HR manager delivers professional development
opportunities and proper training before each and every project so that the employees a certain
specific set of skills is specially required to accomplish the set of task assigned. If in case the
employee is not able to match the working standard even after aggressive training and
professional development opportunities, the chief manager of the workplace can directly fire
such employees.
Discuss a corporate examples of different firms using good HR practices and literature to justify
your stand.
Some of the examples of organizations using good HRM practices are as:
Marks & Spencer
Marks & Spencer is a global retailer based out of UK. The human resource manager is deployed
with the latest technology which involves analyzing the manpower requirement, identifying the
skilled labour, determining the performances of the employees, managing wages and salaries to
the employees and other related HR practices which helps to estimate clear results of what is
required in the organisation so that the HR manager delivers training and development
opportunities or take other measures such as active staffing in order to satisfy the organizational
objectives.

Tesco
Tesco is a British multinational company based out of UK. The human resource manager in
Tesco implements attractive promotional Techniques everything in order to motivate the
employs to work better as per the working standards of the organisation. The Promotional
techniques includes delivering financial and non-financial incentives to the employees such as
appraisals, Job promotions, financial incentives, holiday packages and other allowances so that
the employees feel satisfied and stay longer with the organisation.
Zara
Zara is a British multinational organisation based out of UK. Zara deploys number of HRM
practices in order to reflect the most ethical and positive brand image in the marketplace. The
human resource manager in Zara formulates HRM practices by implementing the most crucial
factor which is effective communication. The HR manager in Zara propose effective
communication by frequent employee retreats, group discussions, team working for
accomplishing the assigned project objectives another approaches in order to work on effective
communication in the workplace. When the communication is unemployed relationship is strong
it helps to avoid or even eliminate any sort of conflicts that causes a reason of business failure
(Troth and Guest, 2020).
Give certain suggestions / recommendations would you make to employers regarding HRM
practices to ensure that the organizational performance is high?
Here are certain recommendations listed that would help the association improve the
HRM practices:
Communication: Communication plays a very crucial role wherein there must be effective and
transparent communication among the employees and the employees so that the organizational
objectives could be clearly addressed and reduces the chances of Conflicts and chaos which
further disturbs the Overall business performances.
Human resource and technology: HRM and technology is an important tool that Both goes
hand-in-hand. The HR manager of the association should adopt latest technologies such as
artificial intelligence in order to get accurate and desired results of the HRM practices. Wherein
the human resource manager of the association can maintain a complete record of different

business needs and requirements as well estimate the performances in order to implement
favourable strategies.
Employee motivation: Employee motivation works as in an important tool wherein employees
should feel satisfied what job they are doing. When employees are satisfied in a workplace they
tend to stay longer and this reduces the chances of employee attrition and increases employee
Retention. Employees must be motivated by both professional and personal development of an
individual wherein the employee must be offered proper training to enhance skill before
assigning specific project, them ploys must also be offered personal development such as
promotion, praises and enhancing the financial scale so that the employees feel valued and
deliver better productivity to the organisation (Trullen, Bos‐Nehles and Valverde, 2020).
CONCLUSION
In a nutshell this can be summarized that human resource management is an effective tool
that helps to level up the performance of the business. It is mandate that human resource
management should include such strategies and tactics that improve the performances of the
workforce be it in any challenging situation. The report delivered the key elements that human
resource management should be supported with such as the HR strategies and modern that the
business uses in order to deliver value, how environmental factors affects the HR practices
pertaining to the location which the business operates, difference between human resource
management and personnel management clearly defined detailed theory, Job design strategies
defined different aspects which are crucial to know such as job rotation, job in large meant, job
in Richmond and job simplification the hiring and firing strategies adopted by the business, the
report also detailed about different firms using good HRM practices, the report was also
suggested by certain recommendations to improve the business performances.

REFERENCES
Books and Journals