Human Resources Information Systems in Qantas Airways - Case Study Example

Human Resources Information Systems Student Institutional Affiliation Qantas Airways is the Australian flag career for passenger transportation. The company has the largest market share and has the largest resources in terms of fleet size. The company is undergoing restructuring and that includes an overhaul of its assets in favor of newer assets. The new assets, most new assets focusing on the acquisition of newer aircrafts require a large number of employees who have modern technological skills to in various sections of the company’s flight operating business. The need for high number of new employees is proofing a challenge to the HR department of the company that is under instruction of the management to spend restricted resources in hiring and training new employees. With this need, the HR department has no option except employing the modern Human Resources Information Systems platform to manage the new traffic and management employees who are required in the company (Coronel & Morris, 2016). The needs of the company and the HR department has made it inevitable to develop a custom HRIS that will solve the problems the company is currently facing while enhancing high level of efficiency and cost effectiveness. The aim of this paper it to develop an HRIS database that will be used to acquire, train and management new employees while keeping the costs of employee acquisition and training low. This paper will also focus on development a recommendation of the best practices that Qantas should use in developing and implementing the new system. What characteristics should a credible HR Data base for the high-growth industry should have. The proposed HRIS will have the dedicated online portal characteristics that will ease the process of employee acquisition recruitment and the management. The dedicated portal should provide the users and the employers with information about each other without physical contact. The HRIS should have capability of electronic recruitment that will solve the long, laborious and costly process of acquiring new employees. A dedicated portal or HR database will provide the solution for the employer and the potential employee through enabling them reach and match the requirements using advanced instant and custom automatic search. The HRIS DBMS should be capable of holding information for potential employers and the requirements of the employer where through search the potential employee will meet the desired recruiting criteria at that particular moment (Lewis, & Heckman, 2006, 139). The HRIS and similar systems are often built on the principle of the CAS (Complex Adaptive System) that contain blocks of user profiles that connect through non-linearly access that makes searches easy. Functionalities to integrate to the DBMS A modern HRIS DBMS should contain advanced features that will provide the system with its functionality. A highly effective and functional database will be profile-based. The profile-based database is considered more specific, more accurate and resource efficient in terms of search time and decision-making. The functional key success criteria includes reducing resume scanning time and improving the recruiting cycle time as compared to the brick and mortar hiring process (Adio, Adebayo & Oluwafemi, 2011). Both employers and potential employees have instant access to either the detailed vacancies within the Qantas and the detailed skills qualification among potential employees. The instant search of specifics within the newly proposed HRIS DBMS is considered a sales and marketing endeavor for the company and is an attractive feature for potential high quality employee. With regard to time saving, both Qantas and their potential employees are required to utilize the basics of specificity in meeting each other’s requirement and this is considered a function of resource’s saving. To improve its efficiency and performance, the instant search utilizes an automated technique where the employees gets keyword directed skills and the employers get professionally and skilled employee in the relation with the job that require a new recruit (Hendrickson, 2003). A highly functional database should be providing a ranking feature. Due to the characteristics of a database as having large amount of data records, ranking simplifies decision-making because information is ordered in a logical way. Ranking avoids getting randomly results and moving to the next results, but giving ranking provides relevancy to the corresponding search. The ranking feature is created using an algorithmic equation in the respective fields. An automated HR system is developed with a ranking relevance categorizations. Recruitment and selection The ranking list system is developed using the criteria for new employee acquisition that has been used in the traditional hiring system. Top in the rank is the job category, type of job, position, years of experience, relevance of qualification, availability period, city of resident, salary and the preferred industry, (Lewis, & Heckman, 2006, 139). The functional characteristics of the online recruitment system include four steps. The first step is the initiation step where the process of hiring begins when the potential employers, who have a profile in the website initiate the application process. When the job seekers find their matching jobs they make a decision about whether to continue with their application. If they decide to apply they submit their CV documents and fill in the application forms. The HR in charge of recruitment from the company’s side will make a decision, select the applicants and begin the recruitment process, (Kapse, Patil, & Patil, 2012). Selection is done online, but recruitment is preferable when the potential employee meets with the employers because the Qantas jobs are physical tasks as compared to virtual tasks hence traditional face to face interview is inevitable. Example of the job that Qantas is currently advertising and how potential job applicants would apply for this job online through the Qantas HRIS database is the regional sales agent. Qantas human resources recruitment department posts the job to the HRIS database. The job should is posted using the ranking and categorization criteria for specificity, (Kulik & Perry, 2004, 4). The HRIS must specific the job category (Sales Agent), the type of job (Regional Sales Agent), years of experience (2-3 years), relevance qualification (Graduate degree), availability period (1-2 years), City of resident (Open for filling), Salary (Present basic salary) and preferred industry (Sales and marketing). When Qantas fill in these job requirements to the database, potential employers, those interested and qualified will take a few minutes. Training and development For the same reasons of taking recruitment and selection online, employee training and development is done online. The online human resource management technique is emerging as the most cost-effective way to employee’s professional development and this system of training employees does not affect the results of training and development, (Lee 2005, 57). The virtual employee skills enhancement has been reported to have positive impact of the part of employers due to providing opportunity for employee to study at their pace and at times they feel the training will impact their productivity. Recommendations Qantas is developing an HRIS database. The purpose of employing this database is to use the modern best practices to manage human resources (Geisler, & Wickramasinghe, 2015, 6). This modern best practices helps HR managers to specifics of the exact person who is needed in the job. Qantas HR will post the position requirement to the website and qualified candidate will apply and the system will select the candidates who are already qualified and the exact person who is wanted in the position that is vacant. The functionality of the new HRIS system include a system that will retrieve data within a components that generate formal information that connects between the company and employees. The jobs are made available to the potential employers and the employers are selected automatically based on specificity. Also, when an employer is seeking for an employee, the HR will have the opportunity to contact the employer directly because the potential employers profile is already within the database. There is enough evidence linking innovative HR management to key success criteria within the workplace. Innovative HR techniques and benchmarking provide and Due to the cost of management a working online database and due to the limited number of potential employees who are likely to interact with Qantas. The company should utilize its information technology department to create the HRIS within the present company’s database. Integrating this system with the current company’s database will assist reduce the cost of maintaining a standalone system considering that hiring of approximately 500 employees will be a seasonal activity. Also audience of the HRIS is less than 1000 hence the need to consider appropriate factors that will allow decision-making that will determine the location hosting of the Qantas HRIS. Development of the Qantas HRIS should be done immediately and a complete. The project should be designated as an urgent projects so as the online HR management strategies begin to work immediately and parallel with the current overhaul changes within the company. HRIS is part of the innovative investments that will represent HR’s efficiency and that will improve the competitive advantage within the HR department. More time should be dedicated to planning stage and how the new system will be incorporated into the current company’s online system for building a database that will connect potential employees and the company’s HR department. Reference Adio, A.T., Adebayo, A.F. and Oluwafemi, O.E., 2011. Multi-level cryptographic functions for the functionalities of open database system. Computer Technology and Application, 2(9), pp.730-735. Lee, I., 2005. The evolution of e-recruiting: A content analysis of Fortune 100 career web sites. Journal of Electronic Commerce in Organizations (JECO), 3(3), pp.57-68. Coronel, C. and Morris, S., 2016. Database systems: design, implementation, & management. Cengage Learning. pp.1-6 Geisler, E. and Wickramasinghe, N., 2015. Principles of knowledge management: Theory, practice, and cases. Routledge. 4-7 Kapse, A.S., Patil, V.S. and Patil, N.V., 2012. E-recruitment. International Journal of Engineering and Advanced Technology, 1(4), pp.82-86. Kulik, C.T. and Perry, E., 2004. Human resources for the non-HR manager. Psychology Press. Pp. 4 Hendrickson, A.R., 2003. Human resource information systems: Backbone technology of contemporary human resources. Journal of Labor Research, 24(3), pp.382-394. Lewis, R.E. and Heckman, R.J., 2006. Talent management: A critical review. Human resource management review, 16(2), pp.139-154. Read More