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Assessment of the environment in which the organisation is and implications for human resource requirements. The management will look strive to develop a customer focused and high performing culture that will enable for operations to continue, just as before the merger. Afterall, British Airways and Iberia have been working together since towards the end of the 1990's, as such the environment within which they operate is something of 'comfort zone' to both Iberia and BA.

预测的需求和供给——Forecasting of Demand and Supply

Estimating the future demands of people and assessing the number of people likely to be available from within and outside the organisation. British Airways has since formalised strategies, such as engaging Agency and part time workers in their quest to fill in the demand supply for Human Resources at a reduced cost.

劳动周转率分析Labour Turnover Analysis

To be able to retain staff, British Airways and Iberia will have to ensure that they have the best strategic Human Resource Management strategies that have the concerns of the employees at utmost priorities. They have to ensure they have the actual labour turnover figures and trends as an input to supply.

Luckily, BA over the years has one of best motivational incentives

工作环境分析——Work environment Analysis

Analysis of the working environment in which people work in terms of the scope it provides for them to use and develop their skills and achieve job satisfaction. BA has its own training facilities available for to train its employees so as to equip them with the necessary skills required in their various jobs.

生存效能评估——Operational effectiveness Analysis

批判性评估人力资源计划的贡献——CRITICALLY EVALUATE CONTRIBUTION OF A HUMAN RESOURCE PLAN

TO ORGANISATION'S

目标——OBJECTIVIES

It helps in identifying the human resources required to be able to meet its goals, by determining the right number and skills of the workers required and where and when they are needed.

It is concerned with determining human resource requirements, job analysis, Human Resource - planning is the process of assessing the organization's human resource needs in light of organizational goals and making plans to ensure that a competent, stable work force is employed

There is no single approach to developing a Human Resources Strategy. The specific approach will vary from one organisation to another. Even so, an excellent approach towards a Human Resource Strategic Management System is evident in the model presented below. This approach identifies six specific steps in developing an HR Strategy:-

Setting the strategic direction

Designing the Human Resource Management System

Planning the total workforce

Generating the required human resources

Investing in human resource development and performance

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