Etihad Airways Company - Case Study Example

Etihad Airways Company Name: Tutor: Subject: Date: Tables of Content Executive Summary 3 Background 3 Human Resource Strategy 3 Training and Development 4 Need for Training and Development 5 Benefit of Training and Development 6 HR Recruitment & Selection Goals and Objectives 6 Write an HR goal statement. List at least 4 SMART objectives 6 The importance of having goals statement 7 The Etihad Airways Company SMART Objectives 8 a)Specific 8 b)Attainable 9 c)Realistic 9 d)Timely 10 HR Recruitment and Selection Plan Details (Execution Stage) 10 Job Description and Person Specification 10 Initial Screening of Job Applicants 12 Short Listing the Applicants 14 Choosing Top Candidates 14 Offer Sheet 14 Recruitment and Selection Timeline 15 Conclusion 16 Work Cited 16 Executive Summary The key purpose of this report is to examine the effectiveness of the human resource department for the Etihad Airways Company. The analysis focuses on the recruitment and the selection of the ideal candidates for the position advertised. In addition, the report will focus on elements and functions of the human resource department. Background Etihad Airways are the leading company in the provision of airline services in UAE since it was established in the year 2003 by Royal Decree in Abu Dhabi. Currently, the company holds the distinction as the fastest growing company in commercial aviation. These services are beyond customers' expected. They have professional employees who are well equipped with high knowledge of customer service. Human Resource Strategy The company is experiencing a highly established human resource management. The department of human resource with other departments can manage the busy schedule of the company. The company’s hub is Abu Dhabi. This is the capital city of the United Arab Emirates (UAE). In every week, the company makes 1000 flights to various worldwide networks. The company has been ranked as the best airline service provider between East and West. Their services are satisfactory as it reflects the best of Arabian hospitality. Their well-established human resource management has enabled the company to be perceived and be positioned as the leading premium airline brand across the world. Furthermore, Etihad Airways were the ‘World’s Leading Airline’ at the World Travel Awards that was carried out in the year 2009, 2010 and 2011. Etihad Airways Company has been performing extremely well because its Human resource strategy is aligned with the goals, vision and mission of the company. It is evidence that the company had analyzed and put into considerations its industry characteristic, their competitive advantage and their personnel when developing their human resource strategy. The human resource strategy for the Etihad Airways is to focus on customers’ needs and the welfare of their employees. The human resource is focused on developing employees through promotions and frequent training. The human resource selects employees for further training depending on their skills, knowledge and responsibilities (Bertini, 42). Training and Development Training and development are part of the human resource management strategies that are adopted by the human resource department with the aim of helping the employees to improve on their organizational performance. Etihad Airways dealt with customers across the world. These customers have different backgrounds in terms of cultures and lifestyle. Training initiatives aim to build the employees' ability to serve customers in a professional manner. It is essential to ensure that the services provided to the customers can satisfy customers' needs. The human resource department offers two types of training depending on the employee. However, there is training that must be conducted within the company. Currently, the human resource departments are organizing for internal and external training. The internal training is provided within the company, and it is mostly meant for new employees who is still learning the system used by the company. This type of internal training is classified into on-job training and off-job training. On-job training is practical while off-job is a theory. External training is offered outside the company, and it is mostly carried out by professionals and consultants (Brennan, 2). Need for Training and Development The human resource department employs qualified employees. The employment criteria are commonly based academic qualification; achievement, previous working experience and the training the candidate have gone through. However, the human resource department offers further training because of the following reasons: a) To be trained on new technologies and work processes in the company b) To be taught on manufacturing, services and other processes in the company c) To sharpen employees to handle complex matters that can arise in the course of delivering services to the customers d) To prepare employees for leadership position upon the retirement of the existing ones e) To introduce new employees on business environment and business circumstances f) To develop the right attitudes towards the company. Etihad Airways Company focuses so much on ethical conduct of employees. This is essential because the employees will be in a position to resolve conflicts that might arise. Training programs can also help the employees in developing interpersonal skills and also equip them with conflict minimization techniques. The training can also help the employees to gain tactics of handling unfriendly customers without hurting them. The employees need to be equipped with skills of handling emergencies in case of fire break out or any other form accident that might occur within the company. Training in the company is vital as a way of instilling safety in the working environment. Benefit of Training and Development Training is essential for the entire workforce in the company and not juniors alone. In fact, training should focus so much on supervisors and managers, for improvement in supervision, performance and organizational productivity. Training that is well organized and planned is essential in developing and acquiring relevant skills. Many studies have shown that well train employees are very productive. HR Recruitment & Selection Goals and Objectives Write an HR goal statement. List at least 4 SMART objectives The goal statement for the company is “provide quality services that meet customers' expectations. The promise to you: the safety of our customers while using our services is out primary priority”. The company has set various strategies that will ensure that the goal statement is achieved. Some of the strategies that will enable the company to achieve its goal statement are to have the right employees in place. It is essential to ensure that the employees employed meet the minimum criteria that are required. The advertisement for employment contained the requirement for the position advertised. Kumar believes that the strength and the competitiveness of the company depend on the employees. This is because employees on daily basis interacting with the customers. It is, therefore, important for the company to ensure that the employees are professionally qualified to hold the position delegated to them by the management. This is will help in positioning the company well in the market. Customers will always position the company depending on the services they receive. The importance of having goals statement Etihad Airways Company considered having a goal statement because help the company to measure and determine whether the strategic plan aligns with the overall goal of the agency. Goal statement is a motivating factor to the employees. Employees will get motivated for long when they feel they are part of the organizational change. They will improve their performance when they know what the company is aiming to achieve. Everyone in the company will one to be part of the company’s success. In brief, the goals statement has improved the competitiveness of the Etihad Airways Company in the following ways. a) Goal statement for the Etihad Airways Company has summed up the direction of the company and has facilitated the outlining of the company’s goals that are to be achieved by the company. The Etihad Airways Company sells their services to its customers through the utilization of the goal statement. The statement contained the reason why the customers should go for the services provided by the Etihad Airways Company b) The Etihad Airways Company establishes their goal statement so that they can establish the direction for the business and the public. It is essential to enable customers, creditors, industry Partners, insurance and the media professionals to read the goal statement of the company. This will help these third parties understand the direction of the Etihad Airways and the reason of choosing to focus. c) Goal statement will facilitate efficient allocation of the resources. The human resource department and the planning department are able to allocate the company’s resources in an efficient manner. The Etihad Airways Company SMART Objectives The human resource department of the Etihad Airways Company is using the smart objectives to ensure that it facilitates in its objectives in an effective manner. The SMART Goals adopted by the department is as follows (Bartram, 191). a) Specific The plans for hiring and managing the employees in the Etihad Airways Company are very specific. This is because the department will be able to adopt the correct mechanism that will ensure that the employees employed are relevant and qualified to hold the position advertised. The human resource department adopts a specific manpower planning so that they can forecast the future and find out the number of employees that will be needed in the company. The mechanism also helps the department to identify skills that are needed in the new applicants. b) Attainable The human resource department utilizes these criteria so that they can recruit employees who qualified for the position. The process and the number of employees needed always depend on the following factors. i. The human resource will recruit depending on the number of employees who are going for retirement ii. The department of the human resource will determine the required number depending on the projected growth in the market share iii. Technological changes in the company All the plans should be attainable in terms of financial capability of the company. Even though the Etihad Airways is an international company, the human resource needs to have attainable plans. c) Realistic The goal statement of the company is realistic. The statement is realistic because it is achievable. The Etihad Airways always deliver services to its customers that reflect their mission and vision statement. This has been an essential marketing tool for Etihad Airways. Customers across the world trust the company’s services because they are real. The human resource departments set goals that are high because they are easily achievable as compared to a low one because a low goal exerts low motivational force. The Etihad Airways Company has recorded high performance in the airline industry because of effective strategies of its human resource. d) Timely The goals set by the Etihad Airways are restricted to a specified time. For example, when human resource department advertises a certain vacancy; the applicant is allowed to send their application within a certain period of time. This is essential because it shows the commitments by the company and also by the applicants. Goals are considered realistic if it can be accomplished with the expected time frame. It is, therefore, essential to have plans that are timely so that they can be realistic. HR Recruitment and Selection Plan Details (Execution Stage) Job Description and Person Specification Assistant Principal – Airways Service Training and Development Centre Job Description Managing and developing employees who are undergoing training on airways services Supporting and managing the various networks that are run by the company Coordinating all the internal and external training of the employees Provision of advices to the department on matters concerning with the training of the staff Participating in team of trainers and implementing the airways service training All the interested candidates applying for this position should keep in mind that, on appointment, travelling is mandatory to deliver training in regional locations. Personal requirements Candidates who are interested in the post should possess the following elements: Good communication and presentation skills Leadership skills An aptitude for analytical thought Skills in planning and organizing Willingness on customer care issues JOB OPPORTUNITY The Etihad Airways Company is a service of a qualified person to fill up the available vacancy of Managerial Finance Qualification Holder of Masters in Business Administrations: Finance options. ACCA from a recognized educational institution will be an added advantage Experience The candidate must have a 3 years’ experience in an organization of repute. The candidate must have served in a similar position or has been a Deputy Manager Finance Age The applicant must be of 24 and 30 years. He or she must be in excellent health Salary The salary is very attractive for candidates who are experienced and qualified for the post Interested candidates who meet the above qualification may post their handwritten application. They must include their CV, a recent passport size photograph and the name of referees. The application should reach head office before 13th December, 2013 to the following address: Manager HDR Head Office P.O.Box 3556 Khalifa City A, Abu Dhabi, United Arab Emirates Initial Screening of Job Applicants This is the most challenging task for the human resource management. Applicants always apply for an advertised vacancy when one has the qualifications required for the post. Most of the resource department receives hundredths of application yet the vacancy limits for the few candidates (Mules, 35). The department normally screens the application so that they can get a few candidates to be invited for an interview. Candidates who are invited to an interview do not necessarily mean that they will be employed. In fact, the interview will determine who will be employed and who will not. The effective procedures for screening the applicant is as follows Step 1 Examine the cover letter and the resume, and compare with the requirement for the position advertised. The most qualified candidate will be invited for an interview. Step 2 Ensure that the academic qualification for the candidates is relevant to the requirements for the advertised post. In the case, the applicant is qualified, the interviewing panel will then formulate relevant question that will determine the ability of the candidate. Step 3 Welcome the applicant to the office. Make sure that the applicant is at ease for successful screening. The interviewer can even offer a class of water so that the candidate can feel relaxed Step 4 Describe the future of the company. For example, our company is looking for talented young employees because we are moving into the international market. Step 5 Briefly describe the job, the expectation of the new employee and the importance of the role in the organization's success Step 6 Give time the applicant to express himself, explain his strength and weakness. Let him also narrates what he knows about the company. Step 7 Let the applicant know when to get the feedback. Also thank the applicant for his time and his interests in the organization. Short Listing the Applicants Job interviews have the same objectives despite the nature of the interview. Some of the most effective types of interviews include screening interview, panel interview, stress interview, case interview and the beauty parade. All these are essentially depending on the type of the job you apply. Choosing Top Candidates In order to select the best candidates, it is essential to ensure that you contact the shortlisted candidates’ referees for feedback on their past performance. Make sure to weigh and make an informed decision on whether the candidate can deliver. Does the candidate have the right skills and knowledge you have? This can be effectively sought by sorting out the enthusiasm and motivation of the candidate and whether the candidate will fit the culture of the business. Offer Sheet Manager HDR P.O.Box 3556 Khalifa City A, Abu Dhabi, United Arab Emirates uae@airways.com 23rd December, 2013 Steve Silberman 900 Grand Plaza Drive NHCCR 1-877-624-2660 Dear Sir In the capacity of the human resource management, I am pleased to confirm that you have been selected as the best candidate for the position advertised. All the duties that are expected from you and the salary scale are described in the attached job description. In case you are comfortable with the terms of this employment, please sign and date this letter and return to the above address or you can return it on reporting day. Sincerely Human Resource manager Recruitment and Selection Timeline The timelines for the recruitment of staff members for the Etihad Airways Company varies depending on the position advertised. In cases of managerial position, the recruitment timeline is a bit complex. A brief overview of recruitment is shown below. Conclusion In conclusion, human resource management is an essential department in every company. The department is responsible for recruiting new staff, delegation of duties and motivating employees. Furthermore, human resource department is responsible for developing employees through the provision of training. The training can either be conducted within the company or at another institution. The decision is always made basing on the type of training that the employees are going to receive. Work Cited Kumar, Nirmalya, and Jan‐Benedict EM Steenkamp. "We are the Champions."Business Strategy Review 24.2 (2013): 52-58. Bertini, Marco, and Oded Koenigsberg. "Outsourcing Price to Customers."Available at SSRN 2255904 (2013): 39-47 Mules, Rachel. "The long haul: The QANTAS-Emirates Alliance." Busidate21.3 (2013): 2. Brennan, Barrie. "Human resource development: managing learning and knowledge capital." Studies in Continuing Education ahead-of-print (2013): 1-2. Bartram, Tim, and Helen De Cieri. Human resource management: Strategy, people, performance. McGraw-Hill Education, 2013: 177-199 Read More