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Global Human Resource Management in the Aviation Industry - Research Paper Example

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The airline industry is highly competitive and a technology intensive industry. It is highly safety sensitive since safety mishaps such as air crushes or any…
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Global Human Resource Management in the Aviation Industry
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Download file to see previous pages Airline leaders and managers must align their management practices especially HRM with the rapidly changing business environment.
With most accidents in the aviation industry occurring due to human error, special training programs that reduce human error and increase the effectiveness of employees in the industry such as flight crew attendants, aviation engineers and pilots. HRM should focus on crew management programs that improve operational performance, situational awareness and decision-making. HRM policies are necessary in designing training programs to enhance the performance and efficiency of employees in the aviation sector. Most airliners operate in a global environment across different continents. In this regard, managers must adopt global human resource practices in line with the cultures and practices in the respective countries of operations. This research examines the HRM strategies and practices in the aviation industry. It examines the efficient HRM practices necessary to operate in the highly competitive and globalized aviation industry. It investigates the training design programs necessary to avert human errors and improve efficiency among employees in the aviation industry.
HRM deals with the management of people within the workplace and creating a favorable employer-employee relationship. Particularly, HRM is concerned with improving the performance of the employees in order to achieve organizational objectives. HRM is also important in improving the satisfaction of both the employees and the clients. HRM is very important in the success of any business such as the aviation industry. In the aviation industry, HRM improves customer satisfaction and minimizes the risk of human errors that could be fatal and cause accidents. Durai (2010) elaborates that HRM is wide and contains many factions such as job design and description, employee selection and training. Other divisions of HRM include project appraisal and reward systems.
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