Analysis of HRM Strategies and Practices: British Airways Report

This report provides a comprehensive analysis of strategic human resource management (SHRM) at British Airways. It begins by identifying key trends and developments influencing the airline's HR strategy, including globalization, workforce diversity, and changing skill requirements. The report then examines internal and external factors, such as industry growth, attractiveness, workforce skills, and company policies, and their impact on HR practices. It further explores various theories and concepts relevant to SHRM, such as the Standard Casual Model and performance appraisal techniques, illustrating their application with examples from British Airways. Additionally, the report discusses Herzberg's motivation theory and the importance of flexible working hours. The analysis also includes an examination of management models, such as Kotter's change management model, to support HR strategy implementation. The report concludes by discussing methods for increasing the effectiveness of the HR department, emphasizing the importance of monitoring and measuring HR outcomes within a specific organizational context. The report provides a detailed overview of the HRM strategies and practices of British Airways, including its responses to various internal and external factors and the application of different HR theories and models. It also presents suggestions for improvement and monitoring the effectiveness of HR initiatives.

Strategic Human Resource
Management

Contents
P1 Key trends and developments to determine their influence on organisation HR
strategy..........................................................................................................................3
P2 Analyse of internal and external factors and it influence on HR strategy and
practice...........................................................................................................................5
M1 Analyses the influences of the external and contextual developments and discuss
how this impacts on the HR strategy of an organisation...............................................6
P3 Theories and concept and its relation with growth and development of strategic
HRM with organisation example....................................................................................6
M2. The philosophy of HR refers to experience in a single corporate entity.................8
D2. HR philosophy refers to practise in a single organisation.......................................8
P4. Management models support HR strategy in application to relevant organizational
examples........................................................................................................................9
M3. Review of multiple hypotheses to determine how they help HR techniques..........9
D3. Objectively reviewing participation methods, models and principles that have
been jointly introduced that provide the organization's resources with advantages and
drawbacks....................................................................................................................10
P5. HR outcomes can be monitored and measured and apply this to a specific
organizational situation. ..............................................................................................10
P6. Methods which increasing effectiveness of HR department.................................11
M4. Suggestion............................................................................................................12
D4. HR manger implemented, monitored and controlling these techniques...............12

INTRODUCTION
The term human resource management is explicated as a set of practices that
includes recruiting, hiring, deploying and managing workforce or human asset of a
business. In simple terms HRM is responsible for formulating and implementing policies
related with human asset of organisation. HRM manager develop an employee
management programme that emphasis on effective utilisation of humans for minimising
risk and increasing return on investment. The selected organisation for this report is
British Airways which was formed in the year 1974 after merge of two largest UK
airlines. In the present British Airlines is inter-connected with all over the world through
offering effective services. Moreover, this report highlights on key trends and
development and internal as well as external factors which influence on organisation’s
HR strategy. It also includes different theories and practices such as flexible hours,
performance appraisal and Herzberg factors will also be included in this report. Change
management model such as Kotters that support HR strategy with example will also be
included in this report.
TASK 1
P1 Key trends and developments to determine their influence on organisation HR
strategy
The term human resource strategy generates a long term plan which is used to
improve all types of organisation departments through create link of all organisation
actions with human activities in order to perform all task in an organised manner. In the
context of British Airways HR strategy leads management to generate work which is
related with trends and development of organisation. Some aspects that influence HR
strategy of respective organisation is discusses as below:
Trend and its influence on HR strategy Global changes- According to present scenario, British airways engage and
manage all work that improves company performance at global level. But the
market conditions of UK market are too dynamic at international aspect so it is
complex for organisation to complete their work according to needs and wants

of customers. Therefore, HR strategy is influenced and aids in recruiting of
diverse workforce from overall globe. Diversity between employee’s- A large number of operations and functions
performed by British Airways to perform company operations at different
geographical areas. Diversity aspects also impacts on organisational operations
because now HR manager must ensure that equal opportunities are offered to
all individuals for accomplishing British airways goals in minimum period.
 Change in skills- British airways recruit individuals that are highly skilled but to
complete work at an international level. This is essential that all individuals
communicate with each other but due to difference in background it is complex
for management to complete their task at global level. It influence HR strategy of
British airways because manager that all individuals are recruited must have
communication skill. So it is easy for persons to interact with each other and it
helps to offer quality services to the individuals.
Development aspect and it impact on organisation strategy Learn with use of technology- According to the current market conditions it is
identified by management that all functions and operations performed by aviation
industry is through use of current innovative technology. British Airways is highly
focused towards offering their services with quality aspect. Moreover, the
development aspect that is related with technology define the efficiency of
company function is improved. It also refer that information is easily transferred
between all department of respective organisation in confidential manner and
within short period. The impact on HR department is considered that staff of HR
department collects and store information related with all employees with in
system and also management offer training to all engaged workforce to improve
their technical skills.
 Performance and career management- Traditional methods are not effective for
organisation to monitor human performance of an organisation. In the context
British airways thousands of employees are engaged in company workforce so it
is complex to ensure that who individual is more effective. Moreover, it is also
used by the management to complete task with more efficiency. It also influence

on HR strategy of business because various problems such as employee dis-
satisfaction and turnover is controlled and managed by demonstrating workforce
system and appraisal to all persons.
P2 Analyse of internal and external factors and it influence on HR strategy and practice
The main motive of human resource strategy is to achieve goals and objectives
of organisation by motivating workforce to complete its operations in an accurate
manner. But HR strategy is formulated with analyse of candidates for formulation of
company operations by analyse of internal and external factors.
External Factor
 Growth of industry- Aviation industry is based on technology and heavy
machines so the cost to manage is high and it is also used for offering better
services. It also refers that industry will grow on regular basis because individuals
started to visit other countries. This impact on HR strategy as organisation
formulates policy that is effective at both levels whether, local and international.
 Industry attractiveness- Person visit different countries for completion of
different purpose that include professional trip, official visit and also to go for a
vacation. It define that industry attract more number of individuals by fulfilling their
needs and wants in proper manner. British airways HR strategy is impacted
because now recruitment is done on the basis of global industry requirement.
Impact on selection and recruitment practice
The number of competition among industry impacts on organisation ability to
perform their work according to decided practices. Qualified workers is an important
asset and it is also used to deal with aspects such as growth of industry and industry
attractiveness is managed through managing recruiting practices in an appropriate
manner. Industry giant such as British airways recruit all individuals with monitoring
external environment aspects. Further, motivation method is used for motivating
workforce to learn capabilities that match with international recruitment.
Internal factor
 Workforce skill- The term workforce skill derive better amount and it is required
by management to offer effective compensation techniques for attracting
individuals. British airways require individuals who are professional and also

skilled labour because aviation industry perform critical task. It impacts on HR
strategy as British airways focus on managing work with motive of completing
task in proper manner.
 Framework and policy- As per current situations, this is identified that it is
important for organisation to complete their task with decided laws. The term
legislation perform an important role for managing all project of British airways
with aim of managing workforce according to government laws. Positive
environment is also formulated by respective organisation through follow of
decided framework and policy.
Impact on HR practices
Internal factor also creates impact on British airways HR strategy and practices.
Like, HR generate create positive environment by follow of similar culture in
organisation. The impact is measured with company internal policy as it is complex for
British airways to follow and adopt similar culture in organisation because large number
of operations is performed in different geographical areas. So HR practices is designed
according to situations and services managed by organisation.
M1 Analyses the influences of the external and contextual developments and discuss
how this impacts on the HR strategy of an organisation
For the development of HR strategy it is important for management to understand
that persons perform an important role to engage and complete all task with motive of
performing and managing work as per HR strategy. In simple terms, it refers that all
functions of British airways are specific towards business and it also aids organisation to
generate better response by understand of macro factors. Like, British airways
contribute in industry growth by inter-connecting organisation with all over the world.
Moreover, to measure impact of HR strategy organisation consider aspects which are
positive for development of workforce. Training and development is improved by
management with undertaking company operations as per effective responses.

TASK 2
P3 Theories and concept and its relation with growth and development of strategic HRM
with organisation example
For development of organisation this is important that human resource
management generate effective strategy for HR development. By development of right
theory and concept this is easy to complete all work with decided steps. Some concepts
related with HRM strategy is mention as follow:
SCM
One of the most effective and popular model related with Human resource
management is Standard casual model. The model is acquire by individuals for
performing all work through the selection of effective business methodology and number
of closures by development of HR forms and money related execution with British
airways.
AIIHR standard model for HR- HR model exercises about all techniques which
is used to implement effective authoritative techniques and it aids to implement
execution of organisation. HR model implement powerful methodology and it is lined up
by management to manage and complete task with closure in order to manage activities
with British airways. The HR rehearses implement techniques by which preparation,
evaluation, remuneration etc. to manage all tasks with accurate results. It also results
monetary execution (for example, benefits, enhancement in turnover and better return
for investment).
Example- Existing market within retail industry develops too competitive aspects and it
is used to complete work on regular basis. It also defines all task performed through
managing as well as accomplishing growth for organisation. British airways face
challenges and this is used to complete work with gather of all resources and link them
with human resources but at time of change it is complex for workforce to work in proper
manner. Standard casual concept is implemented by management and it leads for
managing operation at international level. In last, with AIIHR concept management
evaluate functions of airline industry.
Performance appraisal technique

The performance appraisal define regular review for the employee's job
performance and it undertakes management to complete all task by review and monitor
of overall individual performance and it is used for completion of work methods
according to workforce skill. It is also used for evaluation of workforce skills and
achievement. With the implement of effective performance techniques it is easy for
management of British Airways to retain workforce for longer period.
Another technique which is important for the management undertakes about
various challenges like, in-balance between time-period between professional and
personal life. Their are different task performed by management so to retain workforce
employee's flexible working hours plays an important role for managing and motivating
workforce for longer period.
Herzberg's motivation theory perform and manage all task with decided
approaches and this aids individuals for completion of task with an appropriate manner.
British Airways motivate workforce through motivate and hygiene aspects. Motivators
plays an important role for completion of organisation work with decided methods and it
it is used to perform all job roles in an organised manner and it includes monetary
rewards, leaves and training. Hygiene factor summarise about methods and ways and it
is used for completion of work with low aspects. Like, in absence of hygiene factor this is
complex for employee's to manage and complete work properly. This refers poor
internal environment generate challenges for management to perform their work with
decided approach.
8 box model by Paul Boselie- It is a stunning idea that is create for outer and
inside components as it increment adequacy for human asset. HR practices can
authentically provoke improved inside execution. For example, a nice planning can
clearly achieve better execution, without on a very basic level influencing HR results.
The pivoted causality in the model shows that infrequently a more grounded cash
related execution prompts more interests in HR practices and better HR results. Exactly
when execution is strong, delegates are consistently dynamically associated with (a HR
result). This show the associations in the model are not by and large unidirectional.
Overall, nevertheless, this HR model shows how HR framework is characterized and
what the impact is of HR on inside systems and budgetary aftereffects of the business.

The second example that is connected with British airways is to make powerful
enrolment strategy and technique. This additionally characterizes the board is
overseeing individuals for choosing real idea which help HRM of an association for
finishing all errand with more productivity. Enlistment and determination is a significant
strategy so with drawing in innovation in organization choice cycle. HR branch of British
airways enrols talented and fit workers for culmination of association venture with
greater profitability. Hence, examination procedures which lead representatives to
investigate criticism characterize as a worker of airline industry is execution evaluation
technique to work with more productivity. Additionally, it is a viable strategy that drives
the board for improving their general efficiency by including all partners in association
activities and capacities.
M2. The philosophy of HR refers to experience in a single corporate entity.
The philosophy of human resources is understood to be a common definition of
objectives, priorities and diverse strategies that was used by organization's
administrators and shareholders to manage multiple employee-related practices and
regulations. The priorities are cost efficiency, maximising potential, balancing demands
and retaining healthy relationships. They use such ideas in association with British
airways that have proven more successful and also have accurate efficiency and higher
employee morale and dedication. Hanri Fayol claimed that the roles of staff are much
more efficient while leadership is much more effective, the much more powerful principle
implemented by respected company.
D2. HR philosophy refers to practise in a single organisation.
They use those strategies in combination with British airways that have proven more
successful and have accurate performance and higher employee morale and dedication.
Hanri Fayol stated that even the most effective principle embraced by selected
company is that employee roles are more effective while administration is much more
effective. In contrast to this, the similar companies implement the theory of motivation
for its workers so that activities are performed systematically (Dai, 2018).

TASK 3
P4. Management models support HR strategy in application to relevant organizational
examples.
In a way to manage change and to apply change strategies, it is necessary to
neglect applying the baseless or the random ways and rather than try on aiming to an
appropriate plan of action. Change management is a continuous process which requires
time, the complete dedication and the efforts to apply and to proceed. It takes the
engagement of the employees or the people and might also result in the people who has
been affected by these changes. Change management can also be explained as the
appliance of several approaches and the models to prepare a whole framework in order
to help the individuals. As a HR executive of the British airline company there could be
few HR strategies implemented in application to the relevant organizational examples.
HR plays an essential role in supporting the techniques and encouraging people to
approve and follow the changes at quite ease and all this can be done with the help of
couple of models and methods which in turns provide a variety of benefits. This also
helps in effective appliance of change in the company. There are some following change
management models which are appropriate for the British airline company to develop
some changes in their services.
Lewin’s change management model: It is one of the most known, essential and effective
models which makes it possible for the people to have a wide knowledge on
organizational and the structural change. This model was developed by Kurt Lewin in
the year 1950 and is still valid till today. Lewin was a known physicist and the social
scientist who defined the changes on the basis of structure or organization with the
changing nature of block of ice.
M3. Review of multiple hypotheses to determine how they help HR techniques.
After recognising all the hypotheses and frameworks that successfully endorse HR
techniques in order to extend British airways to different theories like Lewis as well as
McKinsey 7-S Concept. Such ideas help increase efficiency and enhance organisational
performance. It requires supplying workers with a healthy workplace such that they
succeed successfully to easily meet the company's mission and purpose. With the aid of

these ideas and models, management promotes which institutions improve the
company's profitability. They always help to create good employee relationships in order
to improve the behavioural, environment and corporate atmosphere (Chadwick, 2017).
D3. Objectively reviewing participation methods, models and principles that have been
jointly introduced that provide the organization's resources with advantages and
drawbacks.
In order to be successfully applied, the above definition is connected to different HR
techniques that help management systems and execute business processes effectively.
It involves alternative ideas like Lewis theory, which are distinct elements like benefits in
order to improve readiness, the adjustment is important and therefore quickly achieves
the degree of desire. Apart from this they have a negative effect such as the shift factor
that they are not simple to alter with too many uncertainty. The McKinsey 7-S Model
also has a positive influence on the business that modify the existing system and
procedure quickly and efficiently. Bad influence on the efficiency of workers such that
they need longer to consider adjustments.
TASK 4
P5. HR outcomes can be monitored and measured and apply this to a specific
organizational situation.
The human resources department has a unique role to play in the success of the British
airlines company’s business plans and their objectives. They recruit, provide trainings
and shuffle staffs by measuring and estimating them in contrast to the metrics which
allocate them with the strategic objectives of the airline company. If to focus mainly on
the human resources management, few major things are there to keep in mind out of
which the major one is to measure the success of the resources. Some of the most
essential common human resources which signifies the outcomes are:
Cost per hire it is the most common indication in measuring the cost of receiving new
opportunities.
The phrase "Change Management" refers basically to moving a person, a team, or a
whole enterprise from the tend to show present state, there to the, or ideal existence. A
change management approach requires the centred planning and coordination

exercises required to cause organizational change. Taking into account the philosophy,
values, and politics of a corporation, the plan should be constructed.
Revenue per employee which will monitor and measure that how much every staff will
earns.
Benefit cost – it is a measure which will benefits the package of the cost as per the staff,
which is added in the total compensation.
The HR management of the organization is working hard on to hold the British airlines
company values and the beliefs with its shares to entire long term stability of an
organization. The value system of British Airline Company is aiming to help in guiding
the management spirit with long term experiences. In addition it also helps in creating an
environment where the priority is assigned first with the development of people. It also
fulfils the demand of the company by creative effective and essential groups, the
problem solving attitudes and an effective leadership style.
P6. Methods which increasing effectiveness of HR department.
In ways that contribute towards the progress and effectiveness of the company,
there have been numerous techniques and strategies used by the company which are
discussed in the context of British airways.
Creation of current skills-: HR department developing new activities for personnel like
educational programmes, workshops and conferences so that it is beneficial for
organisations and also staff because these strategies help accomplish career aims and
targets.
High participation-: HR manager motivates staff for the company so that their co-
workers develop good relationships.
On the basis of results, HR manager developed a compensation scheme such as a
bonus or financial term, leading to greater interest in activities. In the sense of British
airways their administrators used the enterprise to obtain strategic advantages and
achieve market sustainability as a motivating force. The respective airways manager
assists the organization's vacancy by hiring the suitable number of applicants that
are appropriate for specific appointments or the correct individual for the correct
position (Koseoglu, 2016). Every worker has unique demands and conditions such that
their supervisors break jobs and often get additional pay as per the job so that workers

work can be done with maximum commitment and handwork to accomplish goals
quickly. On the basis of results, HR manager developed a compensation scheme such
as from a bonus or monetary concept, leading to greater interest in activities.
HR management thus plays a critical role in an enterprise such that they function in a
productive and profitable way that essential is implemented in order to accomplish the
company's corporate goals and purpose.
M4. Suggestion
In an enterprise, HR manger perform an essential role in ability to effectively adopt or
improve these strategies so quickly accomplish the organization's values and priorities.
HR boss is also the first recommendation to support and assess each related to the job
results and to have training courses appropriately.
Secondly, they consider start planning in the sense of the company, which relates to the
company actively monitoring employee actions including work performance. IT becomes
a method or strategy adapted and applied by administrators to effectively accomplish
goals and targets in a defined period (Lohman, 2020).
The third recommendation is to assess the holes in the method so quickly for all HR
supervisors who use the above strategies and at same time by taking disciplinary steps
that contribute to right choices. These would positively contribute to the business's
sustained development and strong performance of employees.
D4. HR manger implemented, monitored and controlling these techniques
HR manager successfully applied such strategies to the enterprise and the
consequences and implications are then tracked and managed. Successfully developing
these strategies in British airways, like HR managers, offers instruction to improve
workplace capabilities and skills, so that all methods have a beneficial effect, as to
where organisations effectively handle employee job efficiency, and these
improvements offer sustainable workplace productivity and financial reporting
development. Therefore these instruments and techniques improved helps to achieve
the wide range of advantages by longevity and market development. In addition the
company employs proactive HR strategy using these successful strategies to
incorporate the forecasting of existing and personnel requirements. In addition, these

techniques have been adopted by the company to improve the engagement of the
employer and conveniently develop the expertise of the employee.
CONCLUSION
The above study concluded that successful performance of human capital allows to
implement new methods to improve efficiency and to accomplish corporate priorities and
goals efficiently. In an enterprise, HR managers play a critical role in recruitment,
preparation and performance evaluation in order to conduct too many tasks in a
structured way. In addition different developments that have an effect on corporate
strategy are included. In order to achieve sustainability efficiency and fulfil business
goals, HR is introducing innovative approaches and strategies alongside measurement
and reporting.

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