HR Planning and Recruitment at Flydubai Airline Company - Case Study Example

Name Course Tutor Date HR Planning and Recruitment at Flydubai Flydubai Airline Company Executive summary This report is produced to assess human resource planning and recruitment at Flydubai Airline Company. Dubai Aviation Corporation now changed to Flydubai is a low-cost airline having its headquarters at the Terminal 2 in Dubai International Airport (Flydubai 2013). The airline company was started in July 2008 by the Dubai government. The company was hit by economic recession in 200 that it was supported by Emirates Airlines. Currently, the airline has grown at has 16 aircrafts which operates in 36 different places (Flydubai 2013). Flydubai has solidly offered a profitable and quality service in the previous two years and now millions of its customer have benefited from their commitment of making travel more available and profitable. This success is attributed to its dedicated, competence and experience workforce. Table of Contents HR Planning and Recruitment at Flydubai Flydubai Airline Company 1 Executive summary 1 Table of Contents 2 1.0 Introduction 3 2.0 The Company’s Employees Turnover and Absenteeism rate 3 3.0 Human Resource issues at Flydubai Airline Company 4 4.0 Human Resource forecasting 6 5.0 Recommendations 7 6.0 Conclusion 7 5.0 Works cited 8 1.0 Introduction In current competitive business sectors, airline and tourism industries remain the world’s fastest and biggest growing industries. Today individuals are travelling for business, leisure and recreation purpose and majority of these people are travelling on employment assignments more than before. Airline industry plays an important role to develop and expand travel and tourism industry. Airline industry is one of the most significant sectors in hospitality and tourism industry (Beardwell, Holden & Clayton 508). As such they need competent and motivated workforce with the global mindset. Flydubai is not an exception because currently they operate in 36 different places across the world (Sambidge 2009). Not similar to what it used to be when it started five years ago, the customer and employees demands of Flydubai airline has expanded more than its original standards. Based on the interview with human resource manager at Flydubai, the report assesses the human resource issues; employees’ turnover and Absenteeism rate and forecast the HR needs of various departments at Flydubai Airline Company. 2.0 The Company’s Employees Turnover and Absenteeism rate Flydubai is experiencing a high turnover due to the fact that the company is young and is not been able to pay its employees at the best market rates. Motivation is normally tied reward such as salary and benefits and promotions. The company is still growing therefore takes a long will take a long time to increase employee’s salary even to promote them. As such the workforce gets less motivated and seeks employees to rival companies. In 2009 Sambidge estimated that rate of turnover to be at nearly 15 percent, a number that might go up if not controlled. Absenteeism is still low but mainly caused by longer working hours, stress and low salary. According to Anderson et al “the company must realize that the strong motivational elements that can impact both employee motivation and job satisfaction are by means a reward system that makes the employee more contented and comfortable due to the rewards obtained”(496) 3.0 Human Resource issues at Flydubai Airline Company With globalization in business arena airline industry players like Flydubai are facing various issues like employees’ attraction, retention, workforce diversity, workforce shortages and technological change. Employees’ attraction is the most difficult factor for human resource department at Flydubai. The company started when the world was facing economic crisis at most organizations were laying off its employees. Tourism and travel sectors were hard hit by the situation meaning they were not going to offer better salary as it should be. Normally getting the right employees who can accept lower salary is not easy (Beardwell, Holden & Clayton 595). Means they had to acquire few people who they could employee at that time. Most people imagine that the role of human resource department is to look for and hire new talent. The reality is that, majority of HR actions focuses retaining existing talents. Flydubai has been struggling with retention of their employee due to competition from other well established companies like Emirates Airline (Sambidge). These companies have several advantages over Flydubai who has been in the industry barely five years in terms of customer base, better salary package and challenging work practices that leads to ideal career development. Managing workforce diversity is a very challenging work for human resource of the managers which need cultural intelligence (Beardwell, Holden & Clayton 543). In 2013 the company website reported that Flydubai has grown so fats and is now operating in 36 destinations, meaning their employees meet new people from different cultural background on a daily basis. Hiring the employees who can overcome this challenge is not only time consuming but also difficult. Workforce is an important component of the company and without it the company cannot operate (Ehrhart & Ziegert 917). However the workforce shortages can stall the service at the organization. From the company that started recently, Flydubai has been struggling with both attraction and retention of the employees. The employees work for them for a short time at look for employment in other challenging and well established airline companies (Sambidge 2009). This situation has put the company in few loyal workforces. These circumstances have slowed down the provision of service and competition for some times now. The company is a young company, therefore may not be paying its employees a competitive salary; this has led to high employees’ turnover leading to workforce shortage. The technology advancement is fast moving activities which affect every department in the organization. However, it is the human resource which faces the blame when an employee is unable to technology in carry out their work (Ehrhart & Ziegert 907). For employees to keep updated on the current programs at the workplace, the human resource department through the advice of the manager has to organize regular training for its employees. 4.0 Human Resource forecasting HR forecasting process actually involves planning the number of the required employees in future (Beardwell, Holden & Clayton 537). As a young airline company which has only provided service for five years and has the plans for expansion, Flydubai needs to concentrate on this aspect. According to Sambidge Flydubai recruitment planning and forecasting determines the post required at company, the number required for that post and the requirement for the position. It is crucial to project the needs of human resource in various department areas in the organization so as to realize the lasting strategies of the airline company. During the planning, the airline carries out job analysis, which is gathering, evaluating and setting out information concerning “the jobs content so as to present based on the description of the job and data for staffing” (Beardwell, Holden & Clayton 532). The human resource manager basically emphasize on what staff are anticipated to perform. Job analysis is divided into three other stages' description, specifications of a person and conditions and terms of employment. Job description is a significant segment of job analysis and is a listing of “duties, tasks and roles that a job demands” (Anderson et al 485). Creating a job description is not an easy job for a human resource manager since it requires one to gather information. This information is actually gathered from rivals and most successful companies. The salary for the job description has to be researched well to ensure that it is competitive according to the job market (Anderson et al 500). The human resource has to liaise with the accounting office to give the budging plan that is not excess but also not too little. This process must be done while emphasizing on the employees current needs and future needs and project on how they will be adjusted (Anderson et al 497). 5.0 Recommendations With changing economic situations changing Airline Company employees are now compelled to work for longer hours. The companies too need motivated workforce who can drive goals of high performance home. Therefore, it is the duty of the company to hire a motivated workforce and also to maintain that motivation through rewards such as promotion and salary increment. As for the Flydubai which started at the time of economic crisis of 2008 and employees were paid a low salary, they have to realize that economic situations have since changed and salary increment would be necessary so as to motivate and retain its employees. It also recommended that Flydubai must balance its recruitment process to be both internal and external so as create a sense of motivation, professionalism and experience among the existing employees and the newly hired employees from outside. The company must train its workforce on a regularly basis on how to how workforce diversity and also the changing technology. 6.0 Conclusion To conclude, human resource management is a continuing challenge, particularly as social and economic activities take their control. Therefore, Flydubai must strategize constantly and redefine its human resource practices so as to retain its employees for organization success. As HR offices work in their own departments, they must able to handle good and bad economic situations, social global issues and new technology advancement that influences their organizations. 5.0 Works cited Anderson, N, Lievens, F, van Dam, K & Ryan, AM. Future perspectives on employee selection: Key directions for future research and practice. Applied Psychology: An International Review, 53 (2004): 487-501. Print Beardwell, I. Holden, L. & Clayton, T. Human Resource Management A Contemporary Approach, 4th ed. Harlow: Pearson Education Limited, 2004. 491-564. Print Ehrhart, K.H., & Ziegert, J.C. Why are individuals attracted to Organizations. Journal of Management, 31, (2005) 901-919.print Flydubai. Flydubai company-history. flydubai.com. 18 March. 2009. Web. 7 Nov. 2013 Sambidge, A. flydubai appoints pilots, cabin crew. Arabian business.com, 18 March. 2009. Web. 7 Nov. 2013. Read More