Delivery in day(s): 5
Diploma in Business
Unit Number and Title
Unit 22 Managing Human resource
Human resources are the most important assets in any of the organisation which contributes in the enhancement of the productivity and the success of the business. It has become very crucial to manage the human resources in an effective manner so that to ensure the development of the organisation. Managing human resources is thus basically defined as the planning, development and the utilisation of the labour force at the workplace in order to avail better output towards the achievement of the set goals. The HR department of any of the organisation is been considered to be liable for the management of the human resources and recognise various aspects which influence the abilities and productivity of the employees and make them build the same accordingly. The present report is however carried out to evaluate various elements and activities of managing human resources in an organisation effectively. How British Airways managing human resources would be helping in evaluating the Guest’s model of HRM and would conduct a comparison amid the different definition of HRM, personnel and IR practices by Storey. It would also evaluate the flexibility model which could be applied in an organisation. The report would identify the impacts on the flexible working practices due to the changes in the labour market. t would also highlight the implication of the health and safety legislations on the HRM practices. Moreover, the report would includes the detailed analysis of the functionalities of British Airways which is a leading airlines of UK would be discussed throughout the report.
Human Resource Management (HRM) is refers to maintaining the relation between organization and employees that would be helpful for achieving the objectives more professional manners. According to this model of HRM there majorly six dimensions for analyzing the process of managing human resources.
According to Guest model, consideration and proper balance among the dimensions will help British Airways to maintain the growth. By analyzing the proposed dimension the HR manager of organization will develop the plan for selection, recruitment and training strategy. In addition to this, collection of real time feedback about the issues that staff members are facing the HRM process would be redefined to achieve the objectives. Apart from that, Guest model would support HR manager of British airways to craft decisions according to situation and change the leadership style by focusing on the needs of staff.
Following are the major differences between British airways and IHG that are offering quality services to customers by directing and controlling the staff members:
Table 1: Diffrence between IR practice and HRM
Personnel and IR (Hilton)
HRM (British airways)
Developmental and collaborative
Reactive, HR manager make decision after analyzing the situation
Proactive, HR manager forecast the conditions and make decision accordingly
Separate functions, every individual has different approach for planning and performing the activities
Integral functions, this develop the collaborative approach to meet the HRM objectives (Storey, 2016)
Management and employee both
Regulatory and record keeping
Problem sensing and training
Line managers are the responsible individuals who basically lead specific number of employees or group towards the set of strategic objectives. The line managers of British airways are been provided with the direct managerial responsibilities to lead a specific group of staff members of the individual employees within the organization (Gould-Williams, 2016). Line mangers play a significant role in the development of the strategic approach and facilitate the employees in the critical situations. In context of British airways, it has been found that the line managers is mainly responsible for the assessment of the planning and the strategies being developed by the authorities and convey the relevant information to the subordinates about the same. The manager identifies the issues in the strategies and then communicates the same to the higher management of the airlines directly.
It has been also seen that the line managers is also liable for the monitoring of the performances of the employees and make them capable to enhance their efforts and meet the organizational goals. The manager thus organizes specific training sessions if required for the employees and make them use the same to improve their performances. Developing a strategic approach for HRM, it requires having effective planning, communication and coordination. Thus the line manager leads the employees to coordinate and communicate among each other and reach to the desired levels of output (Armstrong and Taylor, 2014). Along with this, the line manager even contributes in the execution of the strategies being developed by the higher authorities and also involves in the resolution of the issues being faced at the workplace.
Flexibility at the workplace in the common words could be stated as the liberty being provided to the employees in terms of their working patterns and the activities. Workplace flexibility mainly includes different organizational activities, policies and practices which are been introduced with the emergence of the employee and the employer needs particularly. With the purpose to fulfill the needs of the business and avail profits, the organizations in the present times are introducing the concepts of flexibility rapidly. It has been found that the flexibility in the working patterns has become a necessity for the organization so that to keep the employees motivated and make them balance their work life balance effectively (Lange.et.al, 2015). The model of flexibility had proved to be beneficial to the management of British airways to the great extent as it has assisted in providing the employees with the best job satisfaction and motivation towards the work. The flexibility model is been mainly used in British airways for measuring the HRM activities and recognize the requirements of development in the organization specifically.
It has been observed that the authorities of British airways provide the employees with a favorable flexibility at the workplace which makes them maintain their performance levels and provide with their best outputs. There are various types of flexibility models such as functional model, distancing strategies, numerical model, financial model, etc. These flexibility models could be utilized by the organization to meet the levels of flexibility and serve the employees with the best satisfactions (Cogin and Boedker, 2014). However, British airways had applied the financial and functional model of flexibility which would helps in meeting its objectives effectively. The functional model would help the organization in determining the functional skills of the staff members and then allot the responsibilities accordingly. While, the functional model of flexibility helps the organization to identify and meet the financial needs of the employees and provide them with the higher job satisfactions.
Flexibility at the workplace could be provided in any of the way depending on the work and the organizational business operations specifically. In the present competitive era, the pressure and the workloads had been increased at the workplaces and thus require managing the work life balance of the employees as well. There are various types of flexibility which could be developed by British airways and provide the employees with the better satisfactions over the job. Some of the most effective types of workplace flexibility being developed by British airways are as follows:
The initiative of flexible working practices had provided with the huge benefits to the employees as well as the employer. Based on the employee perspectives, it has been found that the flexible working patterns had proved to be beneficial to the great extent. It has mainly provided the employees with the better living and had made them bring their work life balance to a stable position which made them perform their duties in both the personal and the professional lives effectively. It has been found that the flexibility had helped them to identify their skills and capabilities and put their best efforts towards the work. The most remarkable benefits of the flexible working practices to the employees is the reduction in the work pressure and stress which made them live more enthusiastically (Wachsen and Blind, 2016). It has even enhanced their job satisfactions and helped in improving their skills and knowledge more effectively. The management of British airways would be able to extract the creative and innovative ideas out of the employees due to the relaxed working patterns and flexibility at the workplace. However, every coin has two sides and the flexible working practices would thus have an adverse impact over the employees. This would make the staff members more lethargic or relaxed towards their duties which could reduce their effectiveness over the performances and lead to the decrease in the organizational profits as well.
Concerning the perspectives of an employer, it has been seen that flexible working practices would help British airways in reducing the absenteeism and gain an enhanced dedication of the employees towards their jobs. It would decline the number of employee turnover and would retain the experienced and skilled employees for longer period span. This would directly lead to the enhancement of the organizational performances and help in meeting the desired objectives effectively (Christensen and Schneider, 2015). However, the employers could face issues in the productivity of the employees due to the comfort zone and could thus impact the success of the business as well.
With the increase in the demands of the knowledgeable and skilled candidates, the competition levels in the labor market had also been increased. The labor market is been generally considered to change when there is a change in the market conditions and thus lays an impact over the flexible working patterns as well. It has been found that due to these changes, the HR manger of British airways had initiated to invite all the candidates regardless of the qualification such as graduates, undergraduates or post graduates due to the fluctuating demands in the market (Glitz, 2012). The organization is been found to strive hard to hire the best suitable candidate for its business and thus is tending to grab them at any of the conditions. Thus, the flexible working practices are been hampered as per the demands of the new candidates as well as the organizational norms.
With the above report it has been concluded that managing human resources is basically the planning, development and the utilisation of the labour force at the workplace in order to avail better output towards the achievement of the set goals. It has been observed that the authorities of British airways provide the employees with a favorable flexibility at the workplace which makes them maintain their performance levels and provide with their best outputs. The report even revealed that flexible working practices had benefited the employees in the reduction in the work pressure and stress which made them live more enthusiastically. Even it has been found that the candidates are mainly discriminated on the basis of age, gender, marital status, etc.
Books and journals:
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