Efficiency Reward Management in British Airways

aptitude Reward Management in British AirwaysCompetition in the air passage patience has gone global and the foodstuff and industry dynamicals have necessitated the need for companies to make concerted efforts contour towards ensuring that mettlesome case in force(p)s and gains be stomached in the foodstuff at competitive prices. This has imparted in the adoption and implementation of several tools and strategies by British Airways geared towards the aforementioned goals attainment. One of the strategies that have been soundly embraced by British Airways is the effective and efficient fill inment of human imagination department in regards to the survival of the fittest, recruitment and satis accompanimention of employees. This has been attained finished an emphasis on excogitate site wellness program at bottom the company. These initiatives are aimed at elevate accomplishment focussing indoors the company.Company OverviewStiff emulation has pushed the airline industry to attain very high levels of service quality to their customers. British Airways has been left outside the bracket in this push to smoke away(predicate) competition and remain a top provider of airline services. The market expectation levels are expected to improve with the increase in the complexity of travelers demands. British Airways has recognized that employees from its much or less prized assets and has attached the capacity to improve its slaying on the great power to effectively and efficiently give care its of human resource department.The pivotal ch onlyenge faced by the company is its inability to dumbfound a truly transnational airline. The recent economic crunch, political uncertainties in the Middle East and theater directorial worrys have negatively on its ability to improve on its topical per practiceance. However, despite the above challenges, Yahoo finance (2010) garnishs that net profit for the company has improved from 72m Pounds in 2003 t o $438 m in Pounds in 2007 and the earnings per share increased from 6.7 pence to 37.2 pence at bottom the same period.Efficiency Reward Management in British AirwaysReward instruction male plug and Teo (1991) state that a riposte system expresses what an memorial tablet quantifys and is lively to pay for it is governed by the need to vantage the right things in parliamentary law to convey the right message about what is important in impairment of expected behaviors and outcomes. The importance of HRM has increased with time and the need to properly manage commonwealth is becoming a central focus within organizations today. This has precipitated competition amongst various organizations seeking to portray the best skills in peoples solicitude. This has defined a refreshing subroutine for line managers whose single-valued functions in organizations have shifted from the traditional supervisory role to more advanced people resource trouble. To effectively own efficient steps in the recruitment and excerpt, employee relations, pay off counsel, appraisal and action reviews, line managers must(prenominal) receive the support of the HR specialists. The above discussions illustrate the high levels at which British Airways as gone to enhance high levels of performance through better takingss trouble.Reward systems within organizations are forever and a day ground on how ones value to the organization. It is concerned with both financial and non-financial rewards and embraces the philosophies, strategies, policies, plans and touches apply by organizations to develop and maintain reward systems. Most organizations make intention of the term hire to refer to pay or remuneration. There has been a noted problem with the term compensation in that it means rewards to the employee is plainly for making amends for the distasteful fact people have to live to make a living. In the analysis of Chew and Teo (1991) proposition for most(prenominal) people work is, in the main, a source for disutility, and they therefore dominate payment to compensate them for the time they devoted towards it. While this argument is align in its literal sense, it however fails to provide a complete definition of pay philosophy. This is because pay philosophy should mesh into consideration one competency and contribution, not just compensation barely because some none has worked for it. In appreciating that employee rewards dos into deep consideration of the organizations integrated policies and practices, rewards are best given concord to market worth of an employee. In addition to that, the ones contribution, skills and competence should also form central measurements under which rewards systems fucking be based. The rewards abstract runs through the enculturation and philosophies of an organization and is developed within its framework with the aim of maintaining the best levels of pay, benefits, compensation and other forms of rewar ds. match to Carter (1988), reward system consists of financial (fixed or uncertain pay) and employee benefits, which together comprises the total remuneration. In addition to that, rewards system also encompasses non-financial components that allow in (recognition, praise, achievement, responsibility and personal growth). The non-financial components of rewards system also include performance management systems (Lafferty McMillan, 1989). The combination of the two financial and non-financial rewards forms the total reward system. Deeper analyses of the reward systems bust that it has five more components that include lickes, practices, structures, schemes and procedures (Heskett, Sasser and Hart, (1990).The victorious design, reading and implementation of management decisions are very complex and at times daunting tasks for numerous managers especially when managing the most prizes assets of organization-employees. Usually, managers will be faced with daily problems that m ake the practise of tools that will ensure for the victorful operations irrespective of the sectors they manage such as the assignment of the objectives of the organization, alternative means of achieving the stated objectives and the selection of the means that accomplish the objectives in the most efficient manner. The kickoff process in the decision making process will necessitate the identification of the problem. The problem in dealing with employee rewards for the optimum benefit of the organization must enhance the ability of the organization to effectively achieve its objectives. Ideally, successful identification of the problem will encapsulate trying to delineate answers to questions such as what could be the causes of the problem, where this is happening, how it is happening, when it is happening, with whom it is happening, and why it is happening (MacNamara, 2008). In essence, this should be followed by an in-depth analysis of the delineation of the complexity of t he problem, verification of the under patronizeing of the problem prioritization and get wording the role to be played towards the redress of the problem (Collins, 1987).In recognizing the fact that an organizations performance depends primarily on the quality of its management and employees, line managers appreciate the role of reward in improving the quality of management through bounteous rewards. British Airways knows that rewards alone cannot play the sole role of management quality improvement but this process demands with it a number of other factors for it to be fully realized. This is because, the culture, value, and management style of an organization, together with its performance management and employee development programs are equally important (Bureau of Tourism Research, 1989).It is therefore true that reward management forms an integral part of quality management but cannot stand alone in an organization in ensuring quality management.Reward management is one of th e central management issue British Airways top management has over the year managed excellently. Effective reward management not exactly motivates the employees but also depicts harmonious management style the company is applying to bugger off and succeed in the market. In addition, the recruitment and retention of best talents take precedence in the business. According to Debrah (2005),The reward or compensation people receive for their contribution to an organization includes monetary and non-monetary components. Remuneration does not simply compensate employees for their efforts it also has an impact on the recruitment and retention of dexterous people.In this regard, reward management within British management calls for smart as a whip strategies to ensure that it succeeds. Towards this, the company has employed a number of strategies to help successful implement this program. These strategies include controlling reward, monitoring and evaluating reward theories, managing d evelopment of reward system, devolution of line mangers for responsibility for reward system (Hollings, 1998). jibeling rewardBritish Airways has got a good reward management control strategy. Control offers the opportunity to plan and execute reward in a more organized and logical manner which reflect the spirit and mission of the company. According to Gabriel (1988), employers and managers should pay attention to their employees and special attention to the best employees. This is done to support good performers, to push them to greater heights. Positive recognition for people can ensure a positive and a productive organization. The recognition of heavy(p) performance aims to create an understanding of what behaviors might add significant value to the organization and to promote such behaviors. Awards- monetary and non-monetary should be given based on the achievements and accomplishments of workers.Effective reward management calls for effective and strategical management to ensure that the programs not only succeed but also offer a good platform for other companies to emulate. This is an entrenched culture within British Airways aimed at ensuring employee performance improvement. In controlling the rewards, the organization benefits a lot from such an initiative. The befits that come a huge as a result of reward control include offer of the best opportunity for strategic planning, ensures continuity of the reward system, it is effective in the process of the reward scheme evaluation.Monitoring and evaluating reward theoriesThe process of monitoring and evaluating reward theories demand good management practices from the line managers. In British Airways, This process is ideally inclusive of the major parties to the problem and will involve holding a brainstorm session where the achievable solutions to the problem are all presented and canvas. Bowen (1986) has advised against acquittance judgment on the possible solutions as presented at the earliest point of evaluating rewards so as to provide chance for possible solutions and errors that could be omitted. The selection of the reward within British Airways considers best alternative to resolving the problem is the next stage and is essentially where the possible solutions advanced are analyzed and dissected in details. In the selection of the best alternative, the line managers within British Airways takes into considerations the approach that is likely to resolve the problem in the long run, the most realistic solutions, the resources available, time and the risks associated with each alternative (McNamara, 2008).Managing the developing reward systemInitiating a reward program in most organizations has been light-colored but managing and developing the rewards comes along with many challenges. This is because reward systems must be well developed and enhanced to reduce employee conflict (Irwin, 2003). In British Airways, this involves assessing how the situation will be onc e the reward has been initiated and looking for possible weaknesses within the reward scheme. This process is well handled within the British Airways by a pool of highly trained line managers. Essentially, this will entail a careful consideration of the best way to implement the new reward policies and procedures, what resources are desirable in terms of people, facilities and finances, time, who will take in the process, and the person in who will be responsible for the success of the plan. It is pressing that the action plan is communicated to all the stakeholders who will be affected by the new changes within and without the organization to limit the possibility of conflict and take into consideration all the divergent views. Communication within the British Airways values the culture and takes into consideration the major drive within the Airline industry which centrally aims at providing the best competitive work environment to the employees. retrogression for line managersTh e success of reward schemes and lying-ins has to a large extent relied on the interests, support and commitment of the aged management within the British Airways. This is in order to ensure that everybody in the project team and indeed the wholly employees are focused and committed. Most reward schemes within organizations are sometimes conceived, funded and developed without appropriate senior management involvement or approval. Naila (2009) has for exercising noted that some projects go forward without the management clearly conceptualizing what the project entails. A distinction between mere approval and commitment should be clearly discerned so that the projects run smoothly. According to Kerzner (2006), most projects fail when the senior management lacks a clear understanding and a paucity of the projects comprehend benefits, risks and difficulties. This is funda affable because the management plays a central role in cost appropriations and budget allocations for project a ctivities. This means that while the projects approval may actually have been acquired, in the euphoria of getting the projects approved some of the risks may be ignored or glossed over. Efficient project cost management especially in the field of IT should however ensure that projects approvals are not based on hype and unrealistic calculations but on a framework that encapsulates a realistic assessment of the projects. These remain the central themes within British Airways that define its culture and its reward schemes.Interviews in selection and recruitmentThe most frequently used selection method in most organizations and companies, with British Airways being no exception, is the interview. The company employs this selection process in selecting and recruiting personnel in the top management positions such as departmental managers. Interviews occur when a candidate responds to questions posed by a manager or some other organizational representative. In an interview, common are as in which questions are posed include education, experience and knowledge of dividing line procedures, mental ability, personality, communication ability, social skills as well as the knowledge of current affairs.The recruitment process within British Airways as a rigorous nit process that enasure only the best is recruited. This is ullusterated below by Guemier and Lockwood (1989).Quality transaction MeasurementThe capacity to understands and measure performance of an organizational policies is crucial for the success of any business. These measures should include process performance and improvements that can be seen by customers. The importance of performance measurement is important to ensure that customer service is given, to set individual team and business objectives, highlight problems and failure in the processes, provide the needed stimulus for continuous growth and provide benchmark for establishing comparisons.To effectively carry out quality performance, an organiz ation must understand the component of quality costs. These is because the capacity to show that quality system is effective, identify more efficient ways of working and get it right from the first time are fundamental in the processes. Performance measurements include tetrad quality costs such as prevention costs, appraisal costs, inbred failure costs and external failure costs.Through the application of EFQM that recognizes the fact that there are many approaches to achieving sustainable excellence, British Airways has extensively make use of this non prescriptive framework to analyze its quality performance measurements. This process has been carried out using leadership in at the fore search while enablers include people, policy and strategy partnership and resources who are subjected through a process. The results for the performance of the reward policy within British Airways are then measured by peoples results, customer results and social results. These generate rouge p erformance results that are generated through three result components. The tool that was favourite(a) for this process was Radar Scoring Matrix that was capable of covering all aspects of results, approach, deployment, assessment and review. The five poor causes of quality include wrong application of measurement tools, poor combination of enablers for the process, poor leadership, inability to establish a measurement process and failure to engage of all employees in the process. polishThe initiation over, organizations and business enterprises are experiencing major economic crunch and environmental upheaval such as deregulated industrial regulation systems, globalization, competition and scientific advancement. These economic, social and political circumstances have precipitated a complex and forward-looking of overlapping and concurrent interventions that are radically changing the existing structures, cultures and job requirements. In response to this dynamic and rapid chang e, managers need to approach the selection and recruitment from a strategic perspective. Recruitment and selection strategies, process and policies should be integrated within the company human resource department and the organization culture. These have been entrenched in the operational culture of British Airways.In the Airline industry, there is need to streamline the operations to embrace the dynamic changes in selection and recruitment. These changes include new strategies on selection and outsourcing. British Airways has been successful and continue to gain more ground in the world market due to its strategic planning and management. This paper has given a comprehensive and in-depth analysis of the role of the human resource department in the selection and recruitment with special reference to British Airways.