HRM in British Airways: Strategies, Cultural Impact, and Employment

This report evaluates Human Resource Management (HRM) strategies within British Airways, focusing on value creation, cultural impacts, and organizational models. It examines how HR strategies contribute to the firm's success through effective recruitment, retention, appraisals, and compensation. The report analyzes the influence of regional and national cultures on HRM practices, emphasizing diversity and ethical considerations. It also explores organizational models for employment, such as the 8-box model by Paul Boselie, and uses Storey's 27 points of difference to benchmark HRM against personnel management. Furthermore, the report highlights the significance of local culture in international subsidiaries and discusses differences in employment laws affecting international HRM. It concludes with recommendations for employers to enhance organizational performance through effective HRM practices.

Human Resource
Management Human
Resource
Management

TABLE OF CONTENT
INTRODUCTION...........................................................................................................................................3
MAIN BODY.................................................................................................................................................3
A) Evaluate how all value can be created for firm by applying HR strategies..........................................3
B) Explain impact of all regional and main national culture on practice of HRM.....................................4
C) Give an Organisation model for employment and an organisational levers which helps to create
values......................................................................................................................................................5
D) By applying Storey's 27 points of difference made between HRM and personnel management as a
benchmark...............................................................................................................................................6
E) Provide importance and all significance of the local culture and also HRM practices which needs to
be undertaken in international-subsidiary..............................................................................................7
F) Provide differences in terms of employment laws as when international HRM is changed in local
business systems.....................................................................................................................................8
G) Analyse appropriate corporate with examples and also literature to justify.....................................9
H) Recommendation for employers in regard to HRM practices so as to ensure that the organisation
performance is high...............................................................................................................................10
CONCLUSION.............................................................................................................................................10
REFERENCES..............................................................................................................................................11

INTRODUCTION
Human resource management is mainly a method through which all the important
organisations can implement their components. It is mainly a process through which
selection, recruitment of the important and the potential candidates is been taken place it
helps out to implement the performance and the compensation through various job related
benefits. (Zaychenko, and et. al., 2018).They are like appraisals, making in important
relations with the employees and with also the companies.
British Airways is a well-known airline headquartered in London, England is the used to
carry all the second largest important airline facilities through which the passenger are being
able to travel worldwide. This report will provide the explanation regarding to the cultural
and regional areas of human resource management implemented with the organisational
model that are being used in the employment service. Further it will also cover the major
difference between the personal management and HRM by implementing stories 27 model.
MAIN BODY
A) Evaluate how all value can be created for firm by applying HR strategies
Human resource is an important department as it helps out to maintain smooth
functioning in the business and also to gain a proper running of firms by implementing a proper
hiring system of these skilled staff to gain the potential practises through which the
organisational goals can be impacted. It helps how to create a positive and friendly environment
in the workforce areas and with that they try to manage effective task in a competing manner.
HR manager tends to provide all the facilities through their employees by providing them proper
training and the development in working sessions (Mani,and Murugesan, 2019). British Airways
can thereby take various method In their company to expand which are as follows:
 Proper selection and retention: It is the most important process as human resource helps
out to hire the effective and potential candidates for the company and the right choice of
employees helps out to enhance recruitment and also to gain the organisational goals and
development. It is important that a company should thereby provide a proper working
environment and also make them candidates skilled in their working sections by applying

the best knowledge and also by implementing a positive environment in their working to
collect services. They should try to maintain a proper business strategy as British
Airways can thereby try to create a proper and a good cultural environment through
which the employees can feel safe (Schneid, and Schneid, 2019).
 Appraisals: As there should be a proper evaluation regarding to the working skills of the
employee who are being working in the companies and the business framework. It
implement out the status through which all the business development is being advanced
implement and identify all the high working abilities of the employs through which they
can maintain the strategic learning and also to gain these thinking approach. In order to
gain the progressive advancement in all the individual work human resource manager can
thereby enhance the appraisal of all the employs who used to be totally dedicated towards
your work and also try to evaluate and make the performance in a better manner in order
to get the appraisals As by providing appraisal to all the efficient employees it will help
them to motivate and British airways we should thereby try to gain the growth through
such manner (Amladi, 2017).
 Giving fair rewards and compensation: All the employees in the company should
thereby get a proper compensation regarding the job roles and also proper rewards will be
given in order to the dedication and the perspective of the work that is being seen under
them and their performance. British Airways and thereby enhance their business and
expand their working areas by maintaining a proper brand image and also by making a
proper compensation to their employees in the market areas and also by implementing the
good reward sessions.
B) Explain impact of all regional and main national culture on practice of HRM.
Human resource management helps out to maintain all the important areas and issues
regarding to the people management through which a proper concern in the cultural aspect and
also through the retrospective areas through which the religion and the individual’s well-being is
being covered is an important factor. HRM thereby tends to implement the individual growth
regarding to the goals of the business and also to make them believe that there should be a proper
diversity of nature in the business practice. Culture thereby provide us the method through which
and the standard of living of any person or individual or also the community in a manner through
which they used to apply their values, morals, goals and various attitudes to words the society.

As a lifestyle of human helps out to implement and know the ideology which they used to
believe, attain knowledge and also behave regarding to your contacts and the products being
provided.
In order to attribute towards the cultural and social environment that is being seen in the
ethics of birth is mainly can be performed by providing a proper motivation to all the candidates
and the employees who are being working in the company and by implementing proper task to
them for instance there can be provided a proper monitoring reports in order to enhance the
values and also to motivate employees regarding achieving the targets in the goals in a good and
speedy manner (Chidammodzi, and Muhandiki, 2017). In order to get an effective working
process and a proper working environment British Airways can thereby make their HRM to
make the performance management to be skilled and efficient and make them to evaluate a
proper hi and skilled employees towards the organisation. Companies and thereby properly
provide the leaves and also the rewards to the employees regarding the police there should be
proper articles and section is being mentioned and it should be followed and they should be
given a proper Motivation in all the potential abilities and the achieving of business goals.
C) Give an Organisation model for employment and an organisational levers which helps to
create values.
There are certain important business models through which the employment can thereby
be expanded and companies can on the maximum generation of revenue by expanding their
market segments in size. The one that is being applied is that 8-box model by Paul Boselie. As
this model is mainly of human resource it helps out to provide all the internal and external
factors which helps out to increase the working performance in the HR areas and to increase the
effectiveness in the business analysis (Hosseinian,andIsaabadi, 2017). The external factor
implicates out the reason regarding to the political, social, economical, legal and the
environmental issues that are being faced by the business and with that the major impact that is
being framed on the operations of business that can be implemented. In order to maintain this
there are certain strategies that can be framed out in the external environmental factors which are
mentioned there under:
 Actual HR practice: The HR practices will be implemented by a proper coordination is
with the managers in order to maintain a proper perspective through which they can lead

out the better working. This will help out to balance all the issues and the hurdles that
will be coming in the activities.
 Intended HR practices: These are mainly the method through which all the important
initial stages of the practice is been calculated by the HR in order to gain and provide the
motivation, orientation and proper training sessions to their employees who are being
working in the company.
 HR outcomes: This provides out all the strategic planning through which the important
implementation of deciding the outcomes and goals is been affected as it provides out the
flexibility through which the business is being analysed and being contributed in the
growth and advancement of the business practice (Najm, and et. al., 2019).
 Perceived HR practices: It provides out that all the employees who are being working
under the company with a proper skill and tactics in under the observation of human
resource managers through which they should provide them safe working environment
and can also enhance your perception regarding the activities and the thinking capabilities
of the individual growth.
D) By applying Storey's 27 points of difference made between HRM and personnel management
as a benchmark
HRM and Personnel management is the most important concepts which mainly helps out
to provide the functions through which all the executions is being taken place. As British
Airways usually try to fulfil the demands of all the individuals and also try to identify the needs
and requirements that are being framed by the persons it mainly implement out the strategy
through which they provide the salaries and other allowance and benefits (Libanio, 2018). The
main reason regarding the business impact and role for the HR development is mainly that the
employees are thereby be motivated and being lead it to make a proper development and also
Positive working culture for their employees engagement. In order to gain the depth knowledge
about the balance that is being made between the personnel management and HRM in British
Airways there has been new certain benchmarks which are being mentioned as follows:
BASIS Personnel management HRM
Contract As for British Airways all the contract
that is being prepared between them
In HRM there has been a proper activity
in order to maintain a proper

are being in a written form and they
used to provide a proper transparent
and clarity regarding to working
standards and also about the limits and
the specific areas in which they have to
work for a time period.
regularisation is through which the
contract regarding their organisational
work and business activities is being
framed and addressed.
Rules Personal management helps out to
provide proper tools through which the
companies can tell by accumulate all
the important abilities and the
regulations through which take an
element the working right areas and
also provide a proper timely
distribution of their possibilities to
solve the confusion and eliminate all
the risk that can come in future (Ali,
and et. al., 2018).
For British airways the HR management
thereby implements out to provide all the
elements in order to gain the operational
efficiency and also to remove the
negative environment from the company.
It also a consequences through which a
proper transparent communication is
being withhold it in the employees so
that the function of the company is being
taken in effective strategy.
Managemen
t task
British Airways thereby tends to keep
tracking on all the employees working
in all the negative approaches that can
come on the sustainability of their
environment and also on their working
areas.
HRM provides a procedure through
which all the policies are being
implemented and gaining of knowledge
for their working employees is been
given so that there cannot be any
irregularity in the working sections.
E) Provide importance and all significance of the local culture and also HRM practices which
needs to be undertaken in international-subsidiary.
HRM helps out to provide an efficient role through which the business practices can we
attempt to gain the goals and advancement. British Airways thereby can maintain their execution
of HR managers by implementing proper overall performance and by taking a proper check on

their employees performance and work. Globalisation process there has been seen that the
restrictions has been minimised and the boundaries that has been seen earlier were not being
generated now so all the edge of work can be framed and there in it Airways the recent global
opportunity to take the tourist worldwide. So that the employees Can thereby be hired by
execution of the major functions through which they can help us out to outgrow and also to
maintain the continue tea and sustainability in their overall development and process. This
mainly helps out to provide the enhancement in the working right areas and also the growth
through which the manner of implications of working by the process of hiring is been
implemented and enlightened.
 All the local candidates and employs helps out to maintain the boost of the culture that is
being adopted by the people and also helps in working of the smooth manner and
functionable process it helps out to provide an efficient area through which the financial
loss can be a removed out and also the damages can be lowered by the consistency of
work (Hieu, and Nwachukwu, 2020).
 It helps time out to remove the language barrier that can arise in the global employs as all
the employees who are being local they are familiar to the language that is being used by
other individuals over there so hiring such employees and managing all the work through
them can helps to create a proper communication between the employs and the tourist as
in context of British Airways thereby helps out to provide a rendered manner through
which all the business resources in the management through the optimum manner can be
implemented.
 It is mainly a cost effective process as person when is being hired from global standard
and their processes and a comparatively is being low. It helps out to avoid all relocation
costs in all languages and training process through which company can gain profitability
in their approach. British airway if hire the local people for their companies they will help
out to operate a proper maximisation in the efficiency and also by contributing to
enhancement of their employees working.

F) Provide differences in terms of employment laws as when international HRM is changed in
local business systems.
As when the international HRM changes the business for the local business system it
creates out the internal functions through which all the employs and international HRM is being
conducted. As international HRM provides out that there should not be any boundaries regarding
to the management of employees and there should be provided a proper profit benefits for all.
The main difference between the local and all the international HRM is being mentioned as
under:
 Parent country national (PCN): This provides out all the companies which are being
country origin and the business is being known as expatriates. All the employees who are
being hired in his or for more than 4-5 Years of job security and they will thereby gain
the implications regarding their labour laws as for the British Airways.
 Host country national (HCN): These are mainly such country where the employees who
are being link to the job at the local citizen of that place and they used to maintain the
business function from there (Andalib, and et. al., 2019).
 Third country nationals (TCN): There all the citizens who are not from the same country
and used to reside there from other countries in order to be employed for the
organisations are being considered under it.
British Airways is thereby implementing all the laws and regulations that are being made for
the global standards and also maintain to avoid all the complications that could arise in the
working of the employees by implementing the legal contracts in written formulations. British
Airways can thereby employ the employment rights act 1996 in order to maintain the removal of
unfair treatment that can happen with the employees and also thereby approach to the national
minimum wages act 1998 so as to get the proper wages to their employees.
G) Analyse appropriate corporate with examples and also literature to justify.
As according to Hassan, (2016) HRM plays an important role in order to maintain the
employs accuracy and to make them perfect for their job responsibilities. Human resource
department helps out to implicate out the facilities through which employees can thereby
enhance their competitive edge by prominent asset and also by maintaining their competitors to
be well-known by providing proper training sessions. As for all the companies employees are the

important asset and they used to play an important role regarding their working criteria is and for
that type candidates and workforce should be treated in a valuable manner by providing them
proper motivations, training sessions and all reward systems through which they can gain out
ample through which motivation can take place. HR functions out to provide the methods in
order to strategically provide job responsibilities in a timely zone. There should be maintain a
proper recruitment and selection procedure through which is sustainability of the rendered
business practice for the planning process is being implemented. HR on the other hand can
thereby try to maintain a higher protection for the company‘s growth by existing employees and
by enhancing their skills. British Airways can thereby implement HR policies in order to gain the
safe and better working environment regarding the cultural aspect and also through the
employees engagement (Dinçer, and et. al., 2020).
H) Recommendation for employers in regard to HRM practices so as to ensure that the
organisation performance is high
HRM helps how to provide a proper development for all individual screwed and also to
enhance the performance by keeping the positive attitudes and environment over their working
sections. HRM provides out methods through which they can affect their business practices by
increasing the production and also by gaining advanced goals and objectives. British Airways
can thereby try to maintain a proper execution of their employees by providing training facilities
and optimal efficiency through which they can make their existing employees better.
 In order to gain the working style the company should have to be consistent regarding
their practice of approach for gain of a beer a suspect. They should try to maintain a
proper market edge and commitments regarding the working sections and also to be
flexible regarding their segments.
 And for dealing with the efficient areas employees should be properly involved in the
working sections and by timely manner. British Airways can thereby use all such
methods for tremendous gain and profit.
CONCLUSION
It is concluded from the above report that human resource management is an important
area for business practices as it helps to gain the human capital by advancing their sectors by

motivating their employs to pro perform better in an optimal manner. It helps out to utilise all the
efforts and the skills of their working employees. The personnel management helps out to create
and relation with the HRM in order to gain the personal performance of all the employees being
working and also to gain the functionality through which a business can be enhanced.
REFERENCES
Ali, and et. al., 2018. The Role of Information System Efficiency Human Resources in the
Strategic Practices of Human Resources Management. Iraqi Administrative Sciences
Journal, 2(2), pp.219-233.
Amladi, P., 2017. HR’s guide to the digital transformation: ten digital economy use cases for
transforming human resources in manufacturing. Strategic HR Review.
Andalib, and et. al., 2019. East Asian trends of human resource management: theories and
practices. International Journal of Human Resources Development and
Management, 19(2), pp.135-149.
Chidammodzi, C.L. and Muhandiki, V.S., 2017. Water resources management and Integrated
Water Resources Management implementation in Malawi: Status and implications for
lake basin management. Lakes & Reservoirs: Research & Management, 22(2), pp.101-
114.
Dinçer, and et. al., 2020. Fourth generation of rights and their reflections on human resources
practices in tourism businesses. In Organizational behavior challenges in the tourism
industry (pp. 60-81). IGI Global.
Hieu, V.M. and Nwachukwu, C., 2020. Human Resources, Financial Resources and Strategic
Performance: Organisational Policy as Moderator. Quality-Access to Success, 21(175).
Hosseinian, S. and Isaabadi, M., 2017. Dimensions of Human Resources Empowerment Strategy
of IRI Police Deputy of the Headquarters of Human Resources. Resource Management
in Police Journal of the Management Dept, 1396(19), pp.99-128.
Libanio, P.A.C., 2018. Two decades of Brazil’s participatory model for water resources
management: from enthusiasm to frustration. Water International, 43(4), pp.494-511.
Mani, A. and Murugesan, G., 2019. A Study on Role of Human Resources Management (HRM)
Practices in Training Transfer with References it/ites Organization. Indian Journal of
Public Health Research & Development, 10(11).
Najm, and et. al., 2019. The Role of Human Resources Management Practices in Enhancing the
Level of Social Responsibility. QalaaiZanist Journal, 4(3), pp.363-407.
Schneid, T.D. and Schneid, S.L., 2019. Human Resources and Change Management for Safety
Professionals. CRC Press.
Zaychenko, and et. al., 2018, December. Application of digital technologies in human resources
management at the enterprises of fuel and energy complex in the far north. In Energy
Management of Municipal Transportation Facilities and Transport (pp. 321-328).
Springer, Cham