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Table of ContentsOverview 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

Training....................................................................................................................................................................6

Performance Appraisal...........................................................................................................................................7

Employee Involvement............................................................................................................................................8

Compensation..........................................................................................................................................................8

Performance Evaluation.........................................................................................................................................9

Research Method.....................................................................................................................................................9

Literature Selection Criteria................................................................................................................................10

Research Paper

June 15

2015Instructor Name: Student Name:

Search Technique..................................................................................................................................................10

Anticipated Results...............................................................................................................................................10

Conclusion..............................................................................................................................................................11

References..............................................................................................................................................................12

Reward System and Organization’s 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 customer’s remains vital to our strategy of

transforming British Airways into the world’s 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 (Galen’s-

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 employee’s

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. BA’s performance through the

year is reveal in our Key Performance indicators. BA’s 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 BA’s 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. Employee’s 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 world’s 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

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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), 153–196.

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

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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.

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

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Kehoe, R. R., & Wright, P. M. (2010). The Impact of High-Performance Human

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Locke, Edwin (2010). The Ubiquity of the Technique of Goal Setting in Theories of

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Meyer, John & Becker, Thomas (2004). Employee Commitment and Motivation: A

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