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Table of Contents
Overview of the Organization.........................................................................2
Objectives..................................................................................................... 2
Research Question.........................................................................................4
Problem Statement........................................................................................4
Aims & Objectives..........................................................................................4
Rationale of the Study....................................................................................5
Significance of the Study................................................................................5
Literature Review..........................................................................................5
Organization Policies......................................................................................5
Practice of Rewards.......................................................................................6

Research Paper
Instructor Name:

Student
Name:

Training......................................................................................................... 6
Performance Appraisal...................................................................................7
Employee Involvement...................................................................................8
Compensation................................................................................................ 8
Performance Evaluation.................................................................................9
Research Method........................................................................................... 9
Literature Selection Criteria.........................................................................10
Search Technique.........................................................................................10
Anticipated Results......................................................................................10
Conclusion...................................................................................................11
References.................................................................................................. 12

Reward System and Organizations


Success
Overview of the Organization
British Airlines treats information like any other resource or skill. Within British
Airlines HRIS, contain in four essential ways as rising, descending, parallel and
outward/inward. Taking into consideration that there is an enormous quantity of
information flow in British Airlines, it would be potential to appreciate the significance of
information systems in British Airlines.
British Airways is an airline of United Kingdom. It is largest airlines that depend upon fleet size, international
flights for international destinations. As passengers carried it is second-largest airline that is behind easy Jet. The
head office this airline is near in Waterside near Heathrow Airport London. In January 1972 a British Airways
Board was recognized by the UK government following the transient of the public Aviation Act 1971, to manage
British Overseas Airways Company (BOAC) and British European Airways (BEA). On 1 September 1972 the
management service functions of both BOAC and BEA were combined under the newly formed British Airways
Group.

British Airways was recognized as an airline on 31 March 1974 by the closure of BOAC and BEA. Following two
years of strict rivalry with British Caledonian, the second-largest airline in Britain at the time, the Government
altered its aviation policy in 1976 so that the two carriers would no longer compete on long-haul routes.

Objectives

To know the complications of HRIS in British Airlines; it is about assessing,


planning, and executing operational strategies

To identify that British Airlines HR is reactive to management; its likelihood exists


high as leaders endeavor for thriving and ideal HR implementation in the
organization

To be capable to supervise HRIS efficiently, leaders have to seem to the wrongs,


issues found in British Airlines, placing choices and declaring its benefits, and
disadvantages
Meeting the growing expectations of our customers remains vital to our strategy of

transforming British Airways into the worlds leading global top airline. Our venture in our
staff, our task force and our services are all about making sure we provide the very finest
in customer service. We want all of our customers to get pleasure from a top service at
every point of their journey, whenever and wherever they travel with us. BA's performance
depends largely on performance of its employees. Despite size and nature of BA, which
runs initiative, and environment in which it operates, success of its employees and their
behavior depends on decisions. BA to assess employee performance in employment
practices resource rights is one of main tasks. Innovative practices HR in competitive
environment continue to improve BA by increasing productivity of their employees. Volatile
business environment, organizations present in form of human resources in collection and

optimization problems appear. Be valuable and scarce skills, human resources as the
source of sustainable competitive advantage is considered. Success of the BA depends on
many factors affect performance of the BA that uses most important factor. Effectively in
any BA to achieve maximum power in optimal use of human resources and management
orientation HRM practices (Galens-Jacques, 1999). At this time organizations through
unique HRM practices because of globalization, organizations compete to achieve most up
-to-date BA-making practice HRM. Increased employee satisfaction bodies involved in
production. Employee job satisfaction is essential to success of BA. High levels of
employee satisfaction in BA directly related to the lower turnover rate (Zhang and Yuan,
2006).

Research Questions

How do HR compensation practices affect performance of employee?


To what degree the HR promotion practices are influencing the supposed employees
performance.

Problem Statement
Various researchers have demonstrated that HR compensation practices have an
important and encouraging relationship with performance of employees.

Aims & Objectives


The most important aim & objective of the research is to observe and examine the
affect of HR compensation practices on satisfaction of job of workers.

Rationale of the Study


HRM practices and job satisfaction to examine the relationship between researchers,
scientists and politicians in different periods, several studies have studied. Numerous
studies human resource management and employee job satisfaction, practice has shown

that the main factors. (Sparrow, 2009) recognized on organizational performance in Greek
manufacturing sector human resource management practices conducted a study to assess
the effects.

Significance of the Study


Studies such training and development, compensation and social security as human
resource management, has a significant effect on the practice of organizational
commitment and increased organizational effectiveness is associated with a capable and
experienced personnel concludes helps maintain. Moreover, this particular job satisfaction,
namely, advertising opportunities, wages, working conditions, workload, relationships with
peers and management style factors that contribute investigated (Gardner, Moynihan-Lisa,
Park-Hyeon and Wright-Patrick, 2011).

Literature Review
Policies and practices of human resources of BA significantly to define behavior and
misbehavior of employees are life force. Human resources management takes many
forms, but in practice organizations, human resource management is to keep phone and
working relationship. Developing countries are now more than ever the important
component of the effective strategy for human resource development to consider. BAs
performance through the year is reveal in our Key Performance indicators. BAs failed to
meet our financial target because of the unprecedented downturn in trading conditions.
However, the shift to Terminal 5 saw a step-change in BAs outfitted performance and
company achieved record-breaking reliability and customer approval scores.
To build a really high-performing business we need to build an exciting and pleasing
workplace where capable people can work to the finest of their capability to meet our
customers desires and our wider social responsibility.

British Airways offers five strategic goals: Airline of preference (remain the top
preference for international flights for top customers as well as freight, economy and
shorter flights); Elite Service (provide the finest customer service for passengers on all
ways and classes of travel and advance online services with a spotlight on Terminal 5 at
Heathrow Airport); Key Global City development (continue to enlarge the list of top-tier
cities through airline joint venture); Develop the top Position in London (maintain Heathrow
Airport as a world-class center and persuade government policy and airport owners in
persistent support); and Meet Customers' desires (discovering the most recent options and
products to boost customer loyalty).

Organization Policies
Person in BA, which shows determination of bond strength, is defined as the belief
(Kehoe & Wright, 2010). State's obligation to industrial era to information Society has
become object of change. Since procedures and commitment are the results and methods
of expertise devoted that are the pat of affective organizational commitment, continuous
and normative, affective commitment, loyalty and recognition of employees participating
in BA is regarded as the kind of three ((Zhu, Cooper, Fan & De Cieri, 2013). Strong
affective commitment remains with BA. Continuous desire is to participate in Association.
Employee engagement in BA will own payment of separation with his conscience (Meyer &
Becker, 2004). Organizational support and practiced human organizations believe in
system of fundamental values varies depending on how much (Huselid-Mark, 2010).
People in future for the institution reluctant associate career prospects and their impact on
first argument can be.

Practice of Rewards
Development of human resources and human capital success is that power through
skills of employees. It is difficult and clever work by stimulating their human resource
management practices has moral influence employees. Employee engagement,
decentralized decision-making, comprehensive training aimed at improving practices in
HR, employee benefits, workers' participation, control, efficiency and skills of staff and lack
of discretion focus on methods that are associated with high growth performance (West,
2012). HR business and which are related with poor performance of production.
Rivalry in the airline industry has gone worldwide and the market and industry
dynamics have dictated the need for companies to make concentrated efforts updated
towards make sure that high quality goods and services are presented in the market at
competitive prices. This has resulted in the recognition and execution of several tools and
strategies by British Airways geared towards the aforementioned goals accomplishment.
One of the strategies that have been soundly clinch by British Airways is the efficient and
well-organized management of human resource department in regards to the selection,
recruitment and satisfaction of employees. This has been achieved through a prominence
on work site wellness program within the company. These inventiveness are designed at
improve performance management within the company.

Conclusion
Employee productivity is another important factor that directly affects part of
employee. Freedom of opinion and participation in decisions related to work is important

elements of employee involvement. Employees opportunity to participate in management


decisions are made, employee's performance increases. Employees and operation of
decision criteria for judging value may play the important role in management decisions.
HRM practices have absolutely helped in all areas of the BA metamorphosis. It has
been in the centre of the revolutionize process to review the organizational structure, hire
the right resources, develop the redundancy program, etc Without executing proper HRM
processes, BA would have failed to progress their organizational effectiveness and, even if
not perfect, it should give a long-term competitive advantage against the rivalry by its
resources heterogeneity and exploitation of the key resources to increase the returns. It
also makes the whole consistent to become the worlds top global premium airline. Rivalry
in the airline industry has gone worldwide and the market and industry dynamics have
dictated the need for companies to make concentrated efforts updated towards make sure
that high quality goods and services are presented in the market at competitive prices.
This has resulted in the recognition and execution of several tools and strategies by
Company. In order to accomplish its mission and objectives, BA needs competent
employees for that the HR department is liable to advertise the vacancy and select
appropriate candidates. The recruitment of staff is one of the most significant tasks within
the organization.

People are the most vital asset for any organization. The achievement of the
organization depends on the abilities, knowledge and expertise of the people working in
that organization. They are the vital benefit for any industry or organization. Therefore to

ensure that an organization hire the right people, a standard and formal arrangement
must be used.

References

Boon, C., Den Hartog, D. N., Boselie, P., & Paauwe, J. (2011). The relationship
between perceptions of HR compensation practices and employee outcomes:
examining the role of personorganisation and personjob fit. The International

Journal of Human Resource Management.


Chuang, C. H., & Liao, H. (2010). Strategic Human Resource Management in Service
Context: Taking Care of Business by Taking Care of Employees and Customers.

Personnel Psychology, 63(1), 153196.


Gardner, Timothy M., Moynihan-Lisa M., Park-Hyeon Jeong and Wright-Patrick M.
2011. Beginning to Unlock the Black Box in the HR Firm Performance Relationship:
The Impact of HR compensation practices on Employee Attitudes and Employee

Outcomes. CAHRS Working Paper Series.


Huselid-Mark, P. (2010). The Impact of Human Resource Management Practices on
Turnover, Productivity, and Corporate Financial Performance. The Academy of

Management Journal, Vol. 38, No. 3, pp. 635-672.


Igalens-Jacques, Roussel. (1999). A study of the relationships between compensation
package, work motivation and job satisfaction. Journal of Organizational Behavior J.

Organiz. Behav. 20, pp 1003-1025.


Jerris, Linda. 2009. Human Resource Management for Industry. Pearson Education,

pp 65-196.
Kehoe, R. R., & Wright, P. M. (2010). The Impact of High-Performance Human
Resource Practices on Employees Attitudes and Behaviors. Journal of Management,

39(2), 366391.
Locke, Edwin (2010). The Ubiquity of the Technique of Goal Setting in Theories of and
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No. 3, pp. 594-601.


Meyer, John & Becker, Thomas (2004). Employee Commitment and Motivation: A
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Rafter, M. (2009). Back in a giving mood. Workforce Management, 88(10), 25-29.


Sparrow, P.R. (2009). Integrating people, process and context issues in the field of
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Integrating People, Process and Context. London: Wiley. pp 3-40.


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