Strategic HRM and Environmental Factors at British Airways

This report provides a comprehensive analysis of Human Resource Management (HRM) strategies at British Airways. It begins with an introduction to HRM and its significance, followed by an examination of strategic HRM concepts and the changes in HR strategies within the organization, particularly in response to the COVID-19 pandemic. The report then analyzes the impact of environmental factors on the company's culture and HR plans, highlighting the role of PESTLE analysis. It discusses the application of HR models, specifically the Harvard model, and how it creates value for the firm. Furthermore, the report differentiates between human resource management and personnel management using Storey’s 27 points and analyzes job design strategies. The report also covers hiring and firing strategies and uses corporate examples to illustrate best HR practices, before concluding with recommendations and a conclusion.

HR Management

Contents
INTRODUCTION...........................................................................................................................1
MAIN BODY..................................................................................................................................1
TASK A...........................................................................................................................................1
Concept of strategic HRM and changes in HR strategies within organisation............................1
TASK B...........................................................................................................................................2
Analyse the impact of environmental factor on culture and human resource plan......................2
TASK C...........................................................................................................................................3
Use any HR model and state how value was created by the firm................................................3
TASK D...........................................................................................................................................4
Difference between human resource management and personnel management by using
Storey’s 27 points........................................................................................................................4
TASK E...........................................................................................................................................6
Analyse the job design strategiessss of the organisation.............................................................6
TASK F............................................................................................................................................8
State hiring and firing the strategies of the organisation.............................................................8
TASK G...........................................................................................................................................9
Using of corporate example for their best HR practices..............................................................9
RECOMMENDATIONS.................................................................................................................9
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Human resource management is considered as administrative functions that focused with
recruiting, encouraging and maintain the personnel within entity. Moreover, they deals with
problems associated to staff like training, development, compensation, encouragement,
communication and others (Dinukova, 2020). Additionally, it assures workers satisfaction as
well as enhance contribution of staff to attainment of entity’s objectives. Firm’s has realised that
without human resources, no company would become competent for meeting their goals. Also,
the undertakes all personnel at all management levels, incorporating upper management, middle
and lower management. As aall have its own degree of conception and thought, various situation
raise within work areas like challenges or conflicts which should be solved for improving staff
performance. For this report, the chosen company is British airways, which is wellknown flag
carrier airline of United Kingdom and having headquarters is in London, England, near their
main hub at Heathrow Airport. The topics which are going to be discussed in this report are
strategic HRM concepts, changes in hr strategies, environmental affects on HR plan and
application of HR model. Moreover, comparision among human resource management and
personnel management with assistance of Storey’s 27 points as well as job analysis strategies are
also described. Apart from this, hiring and firing strategies of entity are also discussed in this
report.
MAIN BODY
TASK A
Concept of strategic HRM and changes in HR strategies within organisation.
Strategic HRM is considered as the aspects of aligning as well as coordinating individuals
with whole firm’s goals for improving their performance. Moreover, it is undertaken as being
highly essential for growth aand development of business since this forms strategies of human
resources in order to accomplish targets (Dubkova, 2020). In addition to this, recruitment as well
as selection, training and development, evaluation of performance nd others kinds of human
resource tactics which are covered within strategic human resource management. Additionally,
entity should formulate strategies. This is the much vital aspect of any firm’s success. It is so
British Airways is regularly focusing upon finest method to retain their human resources.
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Furthermore, the airline industry is experiencing problems due to COVID-19, since they
goes through various issues into HRM. Additionally, respective sectorhas been banned through
government for curbing teh spread of virus. As an outcomes of all these constraints, airline
industry experiences a slowdown (Elmortada and et. al., 2020). This also minimises the staff
requirements, prompting employers for cutting work possibilities as well as fire workers. In
addition to this, each staff was devasted for learning that they had lost its job. Following
epidemic situation, British Airways modified its HR approach for re-establishing development.
Due to requirements to preserves social distancing into aftermath epidemic, British Airways has
modified their HRM strategies. Due to infection,they lay off about 12000 individuals. Along
with this, they seeked that post pandemic situations should be managed with extra caution for
recovers its losses. The main reason for change into HRM policy is that British Airways is
experiencing huge lossess as well as required to recovers that is why they alter its HRM. Also,
the Britis Airways chief executives resigned into rection to pandemic situation nd was replaced
by new CEO.
TASK B
Analyse the impact of environmental factor on culture and human resource plan.
Human resource are considered as one of the firms much essential assets that is why whole
entity strives to develop optimum utilisation of them for attaining theor objectives. Moreover, teh
culture of firm isdeveloped by their human resources. In addition to this, various elements of
environmental has an affects upon their culture atmosphere, that in turn have an affects upon
human resource plan as well as tactics (Evseeva, Evseeva and Kalinina, 2020). In addition to
this, human resource planning is undertaken as much vita accountabilities which any entity does
for targeting the requirements of human resource. This encompasses whole choices that pertains
to person. British Airwaays conducts their responsibilities effectively as well as this becomes
even much vital during pandemic times. Along with this, the influence of environmental
factorshave essential influences upon HR planning as well as firm’s culture. Also, it has been
described clearly that within real world COVID-19 example, that is an environmental factors
which have an influences upon teh strategy and culture of human resources into each firm. As an
outcomes of respective problem, the requirements for human resource into entity minimises. This
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have crucial influences upon human resource planning. There is also other environmental
componenets which has influences upon HR planning and culture.
Furthermore, the political, social, economical, technological and other elements aare few
other environmental aspects to undertakes. Moreover, PESTLE analysis is essential for firm’s
evaluation of its influences upon human resource planning (Galenko, Shumakova and
Ovcharenko, 2020). So, one of the biggest techniques to evaluates the environmental aspects
influences upon HR planning is PESTLE analysis. In addition to this, firm may utilise PESTLE
analysis for undertaking protection as well as steps for preventing and overcome issues. Also,
this is essential for entity to thoroughly evaluates environmental factors influences for making
effective human resource planning decision. Additionally,this have to be much effectual as well
as achievable for meeting their objectives.
TASK C
Use any HR model and state how value was created by the firm.
Human resource model are vital for business as it aids in describing HR function within
firm. Moreover, the explanation of HR model allows entity to describe human resourcerole
while also adding values to business (Ivanov and et. al., 2020). In addition to this, the firm’s HR
aaproach have an affects. There are various human resource models incorporating conventional
casual HRM model, HR value chain advanced model and others based upon British Airways.
Whole human resource models is explained above are much helpful in maximising corporate
process. Also, British Airway have described that they employ Harvard human resource
framework.
Stakeholder interest, HRM policies, outcomes situational circumstances, and longer period
implications are key elements of Harvard HR framework. Additionally, this is a holistic aaproach
model where firm concentrates upon resuts of several level of business. As they prioritises all
stakeholders. Respective model is essentially helful to encourage and inspire HR for striving
towards firm’s objectives. With assistance of Havard framework of human resource mode, a firm
can develop effective HRM strategies to provide them priority. Along with this, HR policies
areikewise influenced by respective approach where firm concentrates on all stakeholders
interests. British Airways opt Harvard model for HRM since they have been proven to be
extreme effectual adding values to entity methods (Lawler and Boudreau, 2020). Also, British
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Airways incentive system is incorporated into Harvard framework of HR model. Furthermore,
their reward system involves tax free shares, discounts, bonus programmes and others. Instead of
it, respective firm HR flow was regulated through bureaucracy that incorporated rigorous
behavioural limits or rule bound behaviours. They also recognises that its growth is due to this
approach that motivates investors in order to meet its desires and requirements.
TASK D
Difference between human resource management and personnel management by using Storey’s
27 points.
Various researchers as well as academics has already discussed aboutthe comparision
among human resource management as well as personnel management. Few investigators
described that differences is only a term, while others discussed that personnel management and
human resource management both have distinct meanings (Lipyanina and et. al., 2020). It is
so,this is essential for comprehending difference among HRM and personnel management. In
addition to this, human resource management is undertaken as strategic and consistent approach
to management where entity’s most valuable assets , their individuals are valued for its capability
for implementing its task as well as accountabilities in order to attain business objectives. While
one other side, personnel management is vital propects of management which encompasses
overall staff of firm. Also, this could be somple to acknowledge the difference among human
resource management and personnel management with assistance of Story’s 27 points. The
comparision among personnel management as well as human resource management can be
described by utilising below table of Storey’s 27 points:
S.No. Basis Human resource
management
Personnel management
Beliefs and assumptions
1. Norms Impatience with regulations as
well as a can-do attitu
New rules should be given
more weight.
2. Contractual
obligations
It always goes beyond the
scope of the contract.
All touch was meticulously
delineated.
3. Directions for
management
a requirement for business Methodologies
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activities
4. Referent for
behaviour
Values and mission Customs, norms, and
customary practises
5. Managerial
responsibilities
Fostering Observation
6. The nature of
relationships
Unitarians are those who
believe in one world order.
The pluralist
7. Dispute the emphasis has been taken
away
Institutionalization
Strategic aspect
8. a business
strategy
Customers' focal point To the Labour Party's
management, they are
insignificant.
9. Important tie Quickly Slowly
10. Decision-
making speed
Incorporated Part-by-part
11. Initiatives are a
type of
initiative that is
use
Management on the front lines Management on the front lines
Line management
12. Managers who
are important
Explicit Oblique
13. Communication
is essential.
Transformational leadership is
the ability to change things for
the better.
Interactional
14. the function of
management
Concessions Deliberation
15. Management
abilities that are
Low-cost Very high
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highly regarded
16. Normative
development
Levers that are important Levers that are importan
Key levers
17. Make a
payment
Quite a few Severa
18. Job
classifications
and levels
In the direction of an
individual contract
Contracts of collective
bargaining
19. Management of
Labor
Harmonization is important. Separately, haggle
20. Situations Incorporated Distinctive
21. Choosing Collaboration Workforce division
22. Designing a job Companies that are learning Courses are available.
23. Development
and training
Boost the flow Flow restriction
24. Communication
is essential.
Discriminated against Standardised
25. Relationship
thrust
Cultural, structural, and
personnel policies of a broad
scope
Personnel policies and
procedures
26. Interventional
attention
Culture and climate should be
managed.
Obtain a temporary solution
27. Managing a
conflict
Impatience with regulations as
well as a can-do attitude
New rules should be given
more weight.
TASK E
Analyse the job design strategiessss of the organisation
It is fundamental for any company to make the artworks, however with an appropriate
strategy, so everything components can be incorporated and the work might be appropriately
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depicted. Relationship understanding thoughts, basic mental states, work trademark
measurements, non-public and artworks impacts, valid execution thought, specialist development
wishes, and occupation configuration measurements are altogether instances of occupation
format techniques (Maruf, 2020). Occupation revolution, action development, movement
advancement, and business effortlessness are 4 assortments of errand plan guidelines.
Job rotation
Job rotation is a procedure where an association moves people from one occupation to
another other. It is uncommonly valuable in expanding staff's ability sets by permitting them to
inspect from many encounters, just as aiding them in turning out to be specialists in new
positions. It builds inspiration and is genuinely valuable as far as making adaptability. It in the
end prompts basic sending, making it simpler for faculty and organizations to refresh people on
the off chance that they might be missing.
Enrichment of employment
It has been resolved that task advancement makes a forte of adding inspiration to
representatives' blessing jobs, which works to improve the MPS. Perusing prospects connected to
procuring input, creating regular works of art devices, framing associations with customers, etc
would conceivably help. Its excess objective is to make a gathering wherein the association
centers around the assignment pursuing between workers, which works with to upgrade
undertaking personality.
Job expansion
Job expansion is especially valuable for extending abilities by utilizing adding sports
inside the equivalent action order. Job expansion is a cycle format approach wherein there's a
development inside the wide assortment of commitments related to a specific assignment. In
various words, it strategy developing the extent of 1's obligations and duties. The development in
degree is quantitative in nature and not subjective and at the indistinguishable stage. Job
expansion is an even rebuilding technique that objectives at blast inside the group of laborers
adaptability and on the indistinguishable time bringing down repetitiveness which can crawl up
throughout some undefined time frame. It is moreover known as even stacking in that the
obligations develop at the equivalent stage and now not in an upward direction. Many trusts that
in light of the fact that the development is flat in nature there is definitely not an awesome
requirement for preparing! In spite of this, task development requires appropriate preparation
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primarily on schedule and individuals on the board. Errand-related tutoring isn't constantly
needed a decent arrangement on the grounds that the individual is now mindful about the
equivalent of doing it for quite a while.
British Airways, for instance, is requiring the manager of the human asset branch to all while
supervising the human valuable asset office. Thus, it's far laborer activity that guides inside the
improvement in their abilities.
Simplifying the job
British Airways utilizes a positions improvement strategy in which they believe that HR is
needed to comprehension on a specific endeavor. It's the total inverse of occupation growth,
wherein British Airways disposes of human guide assignments and obligations so they will zero
in totally on one mission.
TASK F
State hiring and firing the strategies of the organisation.
This is vital for any firm to concentrates upon successful hiring ss well as firing tactics for
improving the performance of staff. Moreover, British Airway attain their intent and goals as
consequences of it (Sotnikova and et. al., 2020). In addition to this, due to various collapse into
aviation business, this becomes huge probems for British Airways for terminating workforce
following the pandemic situations. Also, because workers is currently unable to perform face to
face interviews that owe to continuous spreads of illness, this become huge competitive for
British Airways for determing the ways to recruit individuals. As an outcomes, they are
identifying it tough to recruit and fire staff.
Hiring strategies
Respective strategies are concentrated towards recruiting new staff to firm. Within pandemic
considition, this becomes huge problems for British Airway for recruiting proficient workers. As
an outcomes, they executed everal hirirng strategies that are dicussed below:
 As British Airwys is currently focusing upon obviating physical encounters, it has
executed an online process of employment.
 Moreover, as a part of online hiring method, British Airways posts job description upon
employement websites variety so that candidates can apply readiy.
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TASK G
Using of corporate example for their best HR practices.
There are various huge instances of firm which demonstrate how effective teh corporate
practices of human resources can aids firm obtain competitive advantages as well as attain its
objectives. Moreover, firms drives towards marketplace with assistance of effectual human
resources activities (Tanjung, 2020). In addition to this, Deloitte, Adobee, Starbucks and so on
are some examples of effective human resource activities. Additionally, there are some notabe
illustration of optimal HR activities effectiveness. Also, key human resource policies and other
activities have to be successful for attaining targets as per the best practices of human resources.
RECOMMENDATIONS
For those reason, there are few recommendations that are provided below:
 The firm have to vital as well as essential hiring and firing strategies for assuring those
staff are not harmed through business activities.
 Business should utilise a reward system for stimulating as well as promoting all staff’s
promductivity and performance. Moreover, the system of report needs an effective
performance evaluation session which are not evaluates workers performance but also
develops morale.
 Staff must be provided few possibilities for planning its growth with firm (Фомин and
Мамонтова, 2020).
CONCLUSION
As per the above report, this has been concluded that human resource management is vital
unit of firm which concentrates upon dealing with HR isues. Moreover, each person have its own
feelings as well as conceptions, that may be drives towards disagreements amd issues within
work area. In addition yo this, as an outcomes, business have to focus upon practices of human
resources which are both effective and success. Also, human resource tactics which assits in
accomplishment of firm’sobjectives are becoming essential for whole business. Entityhas seeks
that through developing its tactics of human resources, they can obtain competitive edge within
marketplace with assistance of proficient individuals. Apart from this, there are various
recruitment, firing and job design strategies are essential for firm’s growth since they
concentrates upon developing performance effectively and efficiently.
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REFERENCES
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Maruf, N.A.Y.E.E.M., 2020. The Effectiveness of Japanese HR Management System in Overseas
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Infrastructure Development, 42(4), pp.527-535.
Tanjung, B.N., 2020. Human Resources (HR) In Education Management. Budapest International
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Фомин, А.А. and Мамонтова, И.Ю., 2020. Современный HR-менеджмент: навыки,
востребованные в 21 веке. Московский экономический журнал, (1).
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