Human Resource in Public Sector - Case of Emirates Airlines - Research Paper Example

? Emirates Airlines: Human Resource Management of the of the Table of Contents Table of Contents 2 Executive Summary 3 3 Introduction 4 Recruitment and Selection in Emirates Airlines 5 GAP Analysis and Recommendations 5 Training and Development in Emirates Airlines 6 GAP Analysis and Recommendations 6 Performance Management in Emirates Airlines 8 GAP Analysis and Recommendations 8 Conclusion 11 References 12 Executive Summary The study has been prepared in order to understand the recruitment and selection procedure in Emirates airlines. It includes step by step process of selecting the most suitable employee from a given pool of candidates. The study would also reflect the training and development programs implemented by Emirates Airlines followed by the recommendations for improvement in its loopholes. It would also highlight the performance management programs in the organization followed by recommendations in places of shortcomings. Finally, the study would be concluded with an insight into the overall facts and findings of the project. Introduction Emirates Airline is one of the airlines located in Dubai, United Arab Emirates. It is a subsidiary company of ‘The Emirates Group’. The airline is entirely owned by Government of ‘Dubai's Investment Corporation’. It is one of the largest airlines in Middle East which accommodates more than 3400 flights in a week from Dubai International Airport to almost one hundred and fifty cities in more than seventy four countries all over the world. It ranks as one of the top ten carriers in respect of the total passenger kilometers and is the biggest airways in the entire Middle East in terms of the fleet size, sales revenue and number of passenger carried. In the year 2012, it had become the fourth biggest airline in respect of the total number of international travelers and the scheduled passenger kilometers carried. It is the third largest airlines in respect of the scheduled luggage carried in tonne-kilometres. The airline is renowned for operating in four longest commercial flights all over the world from Dubai to Dallas-Fort Worth, Houston, Los Angeles and San Francisco. It operates a mixed fleet of Boeing and Airbus. Emirates Airline has a high brand name as the leader in aviation industry in terms of service excellence, its growth and profitability. It has achieved a number of awards where it had ranked eighth as the ‘Airline of the Year’ in 2012. It has been awarded on the basis of recognition of the commitments to operational excellence, financial condition inclusive of 25 years of consecutive annual profit and customer service trendsetter. It has been rated as a four star airlines by Skytrax, an aviation consultancy group. Moreover, it was voted as the ‘Airline of the Year’ in 2013. Human Resource Management Department Recruitment and Selection in Emirates Airlines GAP Analysis and Recommendations Step 1: The candidates should apply online for viewing the job vacancies to access the list of employment opportunities provided by the Emirates Group (The Emirates Group, 2013a). The online application form would help the candidates to apply for the relevant jobs online. Step 2: If any candidate receives a favorable response i.e. he or she is short listed for the applied position, then he or she would be asked to attend the selection program held in Dubai. After the selection or assessment procedure, the line manager as well as the recruitment staff requires discussing and identifying the best suitable candidate for the particular job designation. They also take into consideration whether the chosen candidate would be able to adapt to the culture of Emirates Airlines. Step 3: If the candidate is also selected in the interview, then he or she would be receiving an email, letter or phone call from the recruitment staff informing about the outcome. There are many pre-joining clearances that are required to be done in this particular step. Step 4: After all the approvals have been processed, the candidate would be contacted by the Human Resource Employee Services (HRES). The HRES would be accountable for the whole joining process. However, the organization should further strengthen the recruitment and selection procedure in order to avoid the poor quality of employee retention. This would create a drawback in respect of the employee efficiency which would further lead to poor productivity of the airlines. Recommendation The recruitment and selection procedure is very important for hiring intelligent employees. The scheduling of the staff recruitment followed by the procedure of selecting one individual from the pool of applicants should be highly effective in order to improve the productivity of the organization with time. The recruitment process should be planned very carefully in order to avoid poor quality employee retention. It would also increase the efficacy of selection and appointment. Training and Development in Emirates Airlines GAP Analysis and Recommendations Employees are the soul of the organization and the recruitment, training and retention programs of all employees act as the core value of the business enterprise. The organization helps in increasing the skills and knowledge of the employees as they understand the importance of self-development. Emirates Airlines provide high quality training programs to the employees. The courses in the training programs are provided by means of different mediums i.e. on the job, classroom based programs, various practical assessments or combination of all the aforementioned options (The Emirates Group, 2013b). A networking channel of the ‘Learning Resource Centres’ in all the buildings of Emirates airlines provide with an environment of group or self-based study which is far away from the workplace. ‘My Learning Zone’ is the learning portal of the airline which offers a one-stop location to access the training and development information for all the employees. The ongoing training or development of all the employees is highly encouraged by the professional development courses which are available annually. Recommendations Training is considered to be a precise activity including procedures of mastering one task or a series of tasks. It is basically the course of action which helps a trainer to guide the trainee for any particular job or a set of jobs. Emirates Airlines should advance its training procedure with time in order to adapt to the gradual cultural as well as other changes. The efficacy related to training programs would be measured by means of analysis of the variation in the quality of work of the individuals before and after training. Thus, by means of appropriate training, an individual could be well-trained for another new job as well. Development is defined as the procedure of gathering knowledge from the previous experiences. Emirates Airlines should improve the development programs in accordance with the requirements of the employees in order to increase their expertise or knowledge. The development programs offer the individuals with series of tasks for modifying their behavior as per the various states of affairs. Training and development program, when considered collectively, would definitely enhance the quality of work of the individuals in the organization. It would enable them to be prepared to face all the challenges that might arise in the near future. It should be considered as an important part of the business strategy and should be recognized along with other business strategies in order to maintain the consistency in the performance of the employees. . Performance Management in Emirates Airlines GAP Analysis and Recommendations Emirates Airlines assesses the performance of its employees in order to ensure efficiency in the overall functioning of the organization. Performance management is one of the most important cornerstones in the human resource practices of an organization (Smither & London, 2009). It is related to the assessment of the performances of the employees in terms of their work, planning and implementing various systems for strengthening the performance standards which have been set already. Emirates Airlines conducts the assessment of the daily performances of the employees. An organization should always possess a clear understanding of the pattern of jobs for which they are recruiting the employees. Emirates Airlines conducts training programs to guide the employees in order to work in an appropriate manner. Training and development programs should be held in the organization in order to find out the learning ability of all the employees from such trainings. Performance management includes partnership agreement with the all the employees or team members for increasing their engagement level within the organization (Cardy & Leonard, 2011). Emirates Airlines assesses the past and present performance of all the employees for improving the future performance. Each and every section of activities such as, coordination with the employees, providing feedback, guidance for improving their performances and establishing a highly improved performance level, has a very significant role in the performance management. The assessment of the performances of the employees is called performance appraisal. It is a part of the career building process of the organizations which involves the employees regularly. Emirates Airlines is responsible for the career building of its employees. It measures the employee performance with respect to the fulfillment of the objectives of the organizations. Rewarding all the employees provides motivation for improving their performances. The employees are awarded with mainly two types of awards i.e. intrinsic awards and extrinsic awards. These motivate them to yield good performances. The extrinsic awards are generally provided in the form of incentives, bonuses and other benefits. The intrinsic awards are paid in the form of high ranks in the hierarchy, the right to be involved in decision making process and the right to handle challenging tasks. The performance evaluation helps in the achievement of business success in a much easier manner. There remains a gap in the rewarding technique of this organization. It needs to provide intrinsic awards to the employees who are performing efficiently in order to enhance competition within the organization thereby increasing the overall performance. It should also increase the rank of the employees with good performances as they strive for recognition and promotion to a great extent. Their responsibilities should be increased to show that the employer has faith in their performance. Recommendations Balance Score card acts as an effective performance measurement tool. The airlines should make use of Balance Score card to assess the performance and take necessary steps for improving it. It is an important tool for assessing the performance from financial perspective, customer perspective, internal business perspective and learning or growth perspective (Niven, 2011). Financial Perspective The financial perspective mainly deals with the income growth, return on equity and cash flow. It would help in assessing the performance of Emirates Airlines from the profitability domain and would also help in evaluating whether the existing strategies are executed in an appropriate manner for the accomplishment of the objectives (Bischoff, 2011). Customer Perspective This perspective of the Balanced Scorecard would help in assessing whether the customers are satisfied with the service provided by Emirates Airlines. It would also help in the enhancement of customer retention, attracting new customers and increasing the market share (Mowen, Hansen & Heitger, 2008). Internal Business Perspective This perspective of the Balanced Scorecard would help in improving the value rendered to all the shareholders so that they can perform better than the competitors. Here, innovation plays an important role (Eigenmann, 2007). Learning or Growth Perspective This perspective of the Balanced Scorecard would help in developing the core competencies of all the employees. It would help in developing the technologies in use and enhancing the strategy framework of the organization (Pangarkar & Kirkwood, 2012). The rewarding technique should also be improved in order to satisfy the employees and improve their performance. It should be taken into consideration whether the monetary awards possess a higher value as compared to other recognitions. The performance level of all the employees should be assessed in a regular manner. The performance measurement of the airlines should be synchronized with the objectives or goals. The rewards must have the ability of encouraging or motivating all the employees. Conclusion Recruitment and selection procedure is very important for increasing the quality of the employees in the organization. The recruitment and selection procedure of Emirates Airlines includes step by step process of selecting the most suitable employee from a given group of candidates. The company should strengthen the recruitment and selection procedure in order to avoid poor quality of employee retention. Training and development of the newly hired and the existing employees help in gradually increasing their skills and knowledge. The training and development program in Emirates Airlines are provided through various mediums like, on the job, classroom based programs, various practical assessments or combination of all the aforementioned options. The training program needs to be modified with time in order to produce efficient employees within the organization. The performance management in Emirates Airlines is facing problems because of the lack in the extrinsic or intrinsic rewarding techniques. It would require utilization of Balanced Scorecard to appropriately assess the performance followed by rewarding the employees based on their performances. References Bischoff, A.L. (2011). The balanced scorecard: Applied on Ericsson AB. Norderstedt: GRIN Verlag. Cardy, R., & Leonard, B. (2011). Performance management: Concepts, skills, and exercises. New York: M.E. Sharpe. Eigenmann, U. (2007). Design and implementation of a human capital oriented balanced scorecard in an engineering services unit. Norderstedt: GRIN Verlag. Mowen, M.M., Hansen, D.R., & Heitger, D.L. (2008). Cornerstones of managerial accounting. Connecticut: Cengage Learning. Niven, P.R. (2011). Balanced scorecard: Step-by-step for government and non-profit agencies. New Jersey: John Wiley & Sons. Pangarkar, A., & Kirkwood, T. (2012). The trainer's balanced scorecard: A complete resource for linking learning to organizational strategy. New Jersey: John Wiley & Sons. Smither, J. W., & London, M. (2009). Performance management: Putting research into action. New Jersey: John Wiley & Sons. The Emirates Group. (2013). The recruitment process. Retrieved from https://www.emiratesgroupcareers.com/english/Careers_Overview/Services/recuitment_process.aspx The Emirates Group. (2013b). Learning & development. Retrieved from https://www.emiratesgroupcareers.com/english/Careers_Overview/training/Learning_Development.aspx Read More