Analysis of HRM Strategies and Environment Factors at British Airways

This report provides a comprehensive analysis of Human Resource Management (HRM) strategies, focusing on British Airways as a case study. It examines how the airline has adapted its HR strategies, including reward systems and talent acquisition, to achieve its business objectives. The report analyzes the impact of environmental factors on the company's culture and HR plans, exploring recruitment policies and training programs. It also details the organization's employment model, emphasizing the Standard Casual Model of HRM, and evaluates the differences between HRM and personnel management using Storey's 27 points. Furthermore, the report analyzes job description strategies, outlines hiring and firing practices, and offers recommendations for improving HRM to enhance organizational performance. The report utilizes corporate examples and relevant literature to support its findings, concluding with actionable insights for employers to optimize their HRM practices.

Human Resource
Management

Table of Contents
INTRODUCTION...........................................................................................................................3
MAIN BODY...................................................................................................................................3
A) Examine how HR strategies were changed by the firm...............................................3
B) Analyse the impact of environment factor on culture and HR plan.............................4
C) Organisation's model of employment and organisational levers used to create values.5
D) Using Storey's 27 points of difference between HRM and personnel management as a
benchmark..............................................................................................................................6
E) Analyse job description strategies.....................................................................................8
F) State hiring and firing strategies of the organisation.........................................................9
G) Use appropriate corporate examples and literature to justify your stand........................10
H) Recommendation to employers regarding HRM practices to ensure that the organisation
performance is high..............................................................................................................10
CONCLUSION..............................................................................................................................11
REFERENCES..............................................................................................................................12

INTRODUCTION
Human resource management is defined as the aspect in which significant processes are
followed which is aligned with managing people at workplace in most effective manner. These
processes are helpful for the business to attain their business objectives in well-defined manner.
Human resource management is linked with managing of people that leads the business to gain
higher productivity and efficiency as well. HR department is directly associated with rendering
of such comfort to employees which leads them to perform with extra-ordinary quality and
involvement (Nishii and Paluch, 2018). Human resource department is working to develop such
sense of accountability in employees by which they can understand regarding business
complexities and the manner in which the same can be mitigated. Human resource department
is also responsible to provide such internal atmosphere to employees in order to retain
employees for longer time and to inhale their talent. Recruitment and selection is known as the
prominent function exerted by HR department in which employees are being nurtured and
contribute in the business working to utmost level. This report is made in order to understand
differential concept of human resource department and the report is prepared on the background
of British Airways which is one of the most popular and largest flag carrier service provider
headquartered in UK. The company is associated with 7 start rating that means they are known
for their quality services. The report is going to discuss aspects related to HR and its functions.
MAIN BODY
A) Examine how HR strategies were changed by the firm
The major function of HR department is to admire efforts of their employees in which overall
efficiency of the business can be enhanced and at the same time business functions can be
exerted. On the other hand HR strategies are associated with providing such path to the
employees by this they can deal with effectiveness and business functions. HR strategies are
helpful in aligning with aims and objectives of the business so that relative effectiveness can be
assimilated within business. HR department is providing such environment to the business and
employees which helps employees to intensify their efficiency and to increase their productivity
as well. HR department is performing their role in examining market needs and demands within

market so that they can mould their employees to increase their job satisfaction. With the help
of HR strategies employees get such assistance in motivating their own performance in such a
manner that creativity and productiveness can also be increased (Shakil, Hassan and Qureshi,
2019). Using HR strategies positive environment can be maintained so that employee may
contribute in overall business succession in high manner. In the context of British Airways the
company has evolved their HR strategies in order to deal with business objectives and these are
elaborated as under:
 Providing Rewards: HR manager of British Airways is associated with planning in
such a way that overall efforts of employees can be assimilated for gaining business
success. They are continuously trying to motivate their employees so that business
objectives can be attained. In this manner the company is providing rewards on the basis
of performance which leads the business to execute its functions in transparent manner
along with providing employee satisfaction as well. When employees are getting
appropriate rewards then this could lead the organisational activities to be completed in
most significant manner.
 People and Performance: British Airways is highly emphasised over managing their
people and their performance. In this manner the company is using financial
performance method for measuring of performance and to align their employees within
business objectives.
 Talent retention and acquisition: The other most effective HR strategy used by British
Airways is that they are using appropriate talent management strategy in order to attract
and retain employees and skilful people. This way the company is able to minimise their
training cost and could lead to gain competitive edge within marketplace.
B) Analyse the impact of environment factor on culture and HR plan
HR department is associated with execution of various roles and responsibilities by which
business objectives can be attained. In this manner job security is the major constraint which
can be given to employees in most effective manner. British Airways is highly focused on
recognising such employees those have significant knowledge and in this manner the company
is trying to inhale environment factor within culture of the organisation and HR plan as well.
By assimilating culture this will lead the company to identify such employees by which overall

impact over the business (Vijayalakshmi, 2016). This could lead the company to develop
coordination within employees so that cultural difference can be met in most prominent
manner. Culture is defined as the major tool which is used within business in order to business
excellence. In the presence of cultural knowledge is associated with solution of major problems
in which effective communication can be executed so that to reduce redundancy. In the absence
of cultural knowledge communication can be minimised and HRM processes can lead to face
dodges.
 In current time British Airways is following Ethno-centrism policies are associated with
providing employment to vast people so that HRM processes would be helpful in
providing comfortableness to people. Besides this another employment policy is
associated with British Airways is related with Polycentrism in which the company is
adopting Polycentrism in which the company is managing such culture so that healthy
environment can be maintain their business standard aligned with world standard.
 Recruitment policy of British Airways is differentiated with region to region so that to
deal with business succession. As the company is having employees from different
culture and background that means the major issue with the company is related with
aligning of several cultures in their business (Angrave and et. al., 2016). HR
management department of British Airways is analysing cultural background of their
employees in order to frame appropriate HR policies. In this manner the company is
acquiring such skills in their employees so that to enhance business proficiency and
management.
 At last training is the major constraint which is managed by the company in order to
deal with environment aspect within business. This manner the company is managing
environment aspect in their business practices in order to inculcate various cultures in to
this.
C) Organisation's model of employment and organisational levers used to create values.
Employment model is defined as the process or structure which is used within business so that
to delegate roles and responsibilities within employees in significant manner. With the help of
this model employees may execute their functions and roles assigned in significant manner due

to which organisational functions can be completed in smooth manner (Uysal, 2019). In the
context of British Airways this model is elaborated as under:
The Standard Casual Model of HRM: This is defined as the model which is used for
preparing business strategies and to gain operational effectiveness within functions.
This model is used within business functions of British Airways and this helps the
business to utilise their human resource within business as capital so that various activities can
be exerted in effective manner. This model is helpful in propounding such strategies by which
changes can be anticipated in most effective manner. This is the major responsibility of HR
department to use such policies within business in order to gain higher productivity in the
business and to succeed their way (Lawler, 2020). Besides this HR department is executing
differential roles and responsibilities so that to gain business benefits and to gain sustainability
as well. Using this model British Airways can understand internal and external affairs of their
business so that practices of enhancing overall business performance can be inhaled. On the
other hand developing the business in global manner is the other role of HR department and in
this the organisation tries to align with various changes and acknowledgement as in context of
global scenario. The company may enhance their ROI using this model and in the same way
value can be added to the business and its functions for leading the path of success. For British
Airways the company is very much relied on this model in order to get effectiveness in overall
functions and to gain prominent outcomes in relation to profitability and market prominence.
Using this model the company is able to enhance their functions and lead business goals as
well.

D) Using Storey's 27 points of difference between HRM and personnel management as a
benchmark
HRM and personnel management are defined as two differential concepts which are
interlinked with each other but have significant and different inclusions. Both of these concepts
are used within business in order to manage business operations and to gain effectiveness in the
business. For British Airways the company is required to analyse demands and needs of their
employees so that to examine their job position and level of satisfaction pertained. The
company is providing such HR policies to employees in that they can get higher benefits and
retention within the organisation. The roles exerted within the organisation are associated with
providing business benefits to the company in such a manner that objectives can be attained in
earliest manner. In the similar way employees are required to align their roles with management
technique so that to gain higher productivity and goals attainability as well (Lawler, 2020). For
the organisation appropriate balance within HRM and personnel management is required so that
such benchmarked performance can be taken out by employees. In the context British Airways
this model is elaborated as under:
BASIS Personnel management HRM
Contract Under this a transparent contract is
required to be prepared so that in this
manner British Airways may enhance
their quality of working.
HRM is associated with acquiring and
executing various roles and
responsibilities within business so that
activities related to organisation can be
exerted with highest efficiency. HRM is
associated with developing business
processes in most effective manner by
including employees to significant
manner.
Rules Personnel management is regarded as
the tool which can be used for
executing differential roles in most
effective and profitable manner (Dash,
HR management within British Airways
is associated with executing business
operations in well-defined manner so
that to establish effective communication

2020). This is highly helpful in gaining
such opportunities in the business by
which situation of conflicts can be
mitigated and in the same manner
performance can be improvised.
between employees and to provide them
environment by which higher employee
engagement can be taken out. Using this
as prominent manner this will lead the
business to execute their operations and
functions with significant manner.
Managemen
t task
For British Airways with the help of
personnel management differentiated
roles and responsibilities are being
exerted by the business. In this manner
negative aspects within business can be
eliminated and due to this reason
sustainability and succession are the
two major aspects that can be attained.
HRM is associated with inculcating such
policies in the business by which
practices related to enhancing of overall
productivity and employee engagement
can be enhanced.
E) Analyse job description strategies
Job description strategies are defined as one of the most significant strategies used
within the organisation that could be used within HR department in order to attract employees
so that to enhance their participation in job drives. Within an organisation job description is
prime functions that are being executed by HR department and these are leading the business to
get market prominence and goals acquisition in higher manner. By using significant job
description strategies productivity of employees can be enhanced so that overall goals of the
business can be attained. Transparency is the greatest measure for which job description is
being used within the organisation and in the context of British Airways some of the job
description strategies are as under:
Job rotation: Job rotation is defined as a multi-dimensional strategy in which employees are
shifted to various jobs roles and position in order to gain knowledge and skills for performing
diversified job roles. This is helpful in gaining flexibility so that job roles can be exerted in
most effective manner (Oliver, 2018). This is the situation in which problems related to
boredom can be mitigated and which leads in developing capabilities of employees.

Job enlargement: This strategy is used for providing job expansion to employees so that they
feel higher level of motivation in order to execute their job role. Job enlargement is the situation
in which employee uses their fuller skills and capabilities in order to complete their given role
and this helps in increasing employee engagement. In the context of British Airways using this
strategy the company may gain higher skills and performance.
Job enrichment: Job enrichment is defined as the process in which higher force of motivation
can be rendered to employee and in this manner challenges within jobs can be mitigated by
employee by their own. Using job enrichment learning capabilities and skills can be enhanced
so that accountability within employees can be exerted. For British Airways using this process
as job description the company may grow skills and capabilities of their employees.
F) State hiring and firing strategies of the organisation
Hiring and firing are two processes which are executed by HR department within their
regular operations. Hiring is considered as the process in which employees are recruited within
the company whereas in firing employees are released. For British Airways the company is
using extensive approaches for hiring and firing which are elaborated as under:
Hiring process
British Airways is associated with using a systematic process of hiring in which the
company is publishing an advertisement using various Medias for their vacant job role. In this
manner the company out their first stage to attract skilful candidates. After the process of job
advertisement applicant are getting reviewed. Job interview is associated with testing of calibre
and skills of candidates in order to get prominence within business. After the process of
interview the next step is to analyse personality traits and their background in order to take
decisions related to hiring (Lawler and Boudreau, 2020). In the next step the management take
decision regarding hiring of candidate within the vacant job role.
Firing process
This is the method which is used by British Airways in order to terminate employees or
to release them. In the first step the manager tries to find out problems faced by the employees
due to which decision of termination or releasing has taken. After this employees are

accumulated in order to provide ways in which the same issue can be solved. After the HR
department prepare a performance management plan in order to evaluate performance of
individual which is followed by an exit interview so that to release the employee.
G) Use appropriate corporate examples and literature to justify your stand.
According to Leopold (2016), HR department is having various duties, roles and
responsibilities for executing and in the same manner the department perform their obligations
in order to meet level of higher productivity and effectiveness within business. Within an
organisation their employees are considered as backbone and the major asset which are helping
in attaining business objectives. So for an organisation treating their employees in better way is
necessary that could lead the business to earn profits and systematic working as well. In this
manner reward is the way which can be given to employees and when an employee gets
justified amount of reward then they may feel happy and motivated in order to perform
workings. In the current time HR department is having multi-dimensional roles to execute and
the same are helping the business to attain its objectives in minimal time frame. For HR
department recruitment, selection and providing of trainings are considered as prominent
functions for which HR plans are made. In the context of British Airways the company is
managing their HR policies in such a way that to gain higher employee engagement and to
collaborate employee capabilities and skills in attaining organisational objectives. UK is
regarded as the country in which culture is different and multi-cultured people are existed so in
order to develop the business British Airways is required to introduce flexible HR Policies.
H) Recommendation to employers regarding HRM practices to ensure that the organisation
performance is high
Practices of HRM are associated with rendering of such opportunities to people which
are working within the organisation for growth and sustainability. HR department is working to
take out highest contribution from employees so that market image and prominence of the
organisation may be enhanced. HRM practices are associated with dealing with progression in
multi-dimensional manner so that in differential categories outcomes can be attained. For
British Airways HR practices are helping the organisation to enhance overall performance and
at the same time gain business effectiveness. There are some recommendations for British
Airways such as:

 For gaining business consistency British Airways is required to convey their goals and
objectives to each and every associated party in order to provide them transparency of
working (Mufeed, 2019). This is the major approach which could easily be followed
within the organisation in order to gain higher productivity and profitability along with
higher opportunities of sustainability.
 Employee engagement is also one of the most prominent approaches that can be used by
British Airways in order to get desired and useful results. For British Airways in order
to adopt changes the company is required to enhance their level of employee
engagement.
CONCLUSION
From the above report this can be summarised that HRM is defined as one of the
prominent and useful approach of the business in which major aspect is drawn in order to meet
high employee engagement and performance as well. HRM is playing significant role in
managing organisational human capital in such a way that higher employee contribution can be
attained and business objectives can be attained as well. HRM is associated with developing
roles and responsibilities within employees so that organisational proficiency can be seen and
developmental opportunities can be inhaled. One of the most prominent roles of HRM is to
render and boost employee morale so that they can work with utmost effectiveness and
accountability. In the same manner HR department is purely responsible to provide significant
edge to the business in terms of their competitors.
.

REFERENCES
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