Challenges and Future of HR Function - Emirates Airlines - Case Study Example

Challenges and Future of HR Function Name Institution Abstract The purpose or objective of the report is to explore and critically evaluate the existing or current HR function practices in the case of the United Arab Emirates through exploitation of theories and concepts of HR. In the course of understanding and analyzing this objective, the report is divided into different sections. The first part of the report is the introduction. The purpose of section one is to offer critical information in relation to the HR culture, laws, and environment with reference to the case of the UAE. The purpose of section two of the report is to present the HR department through integration of the organizational chart, mission, and role. The purpose of section three of the report is to assess the contribution of the HR department with reference to evaluation of the alignment of HR practices with Emirates’ strategy. Finally, section concentrates on summarization of the critical information in relation to HR function of Emirates Airline. Table of Contents Abstract 2 Table of Contents 3 Introduction 4 Section I 4 Section II 6 HR Organizational Chart 7 Section III 8 Section IV: Conclusion 10 References 12 Introduction Human Resource (HR) is one of the critical concepts in the modern public and private sectors in diverse locations across the globe inclusive of the UAE. Some of the functions of the HR in the UAE include planning, selection, recruitment, placement, orientation of the employees, assessment, promotion, integration of benefit programs, and development, as well as implementation of the personnel policies and procedures (Wilkins, 2001). HR tends to cover management, organizational theory, behavior, interpersonal skill development, labor relations, and empowerment of women to exploit diverse employment opportunities. One of the prominent entities in the UAE, which is of great importance to the development of this research, is Emirates Airline. The business entity is one of the global figures focusing on adopting and integrating appropriate HR strategies with the intention of achieving competitive advantage in the market and industry of transaction. HR focuses on the provision of all-encompassing HR service with the ability and potentiality to support, as well as enhance the business while considering the needs of the employees. This is through incorporation of HR strategies to substantiate the alignment of the employees, processes, and technology in the provision of quality services and products rather than concentrating on quantity. Section I The purpose of this section is to offer critical information in relation to the HR culture, laws, and environment with reference to the case of the UAE. In addition, the section concentrates on illustrating overview of Emirates, description of the HR functions of the company, and assessment of the objectives of the report. UAE comes out as one of the largest and most diversified economies in the Gulf region and across the globe. In addition, HR proves to be a critical concept in this economy because of the role of the aspect in planning, management, controlling, and assessing the performance of the employees, as factors of production. UAE has specific rules and regulations in relation to operation of the business entities, protection of the employees, and the overall transactions within the industry of engagements. These policies and procedures relate to working hours, minimal wage to the employees, training and development of the workforce, and recruitment of the potential employees through outsourcing and in-sourcing. On the other hand, there are still gender issues in relation to the HR policies and culture in the case of the UAE. These attributes affect the position of women in the management context with reference to major business entities within the region (Wilkins, 2001). In 1985, Emirates Airline came into operation as the national carrier of the emirate of Dubai, United Arab Emirates. According to the international passengers carried, Emirates Airline is the world’s largest airline based at the Dubai International Airport. The company is among the fastest-growing airlines across the globe with the ability to pursue an aggressive expansion strategy across all continents, thus an opportunity to offer quality services to more than 100 destinations. Emirates Airline is of great importance and significance to the development of this research because of its ability and potentiality to exploit HR functions in pursuit of competitive advantage in the airline industry. HR focuses on the provision of all-encompassing HR service with the ability and potentiality to support, as well as enhance the business while considering the needs of the employees. Similarly, Emirates Airline focuses on incorporation of HR strategies and mechanisms with the intention of aligning people, technology, and processes for effectiveness and efficiency in handling the needs and expectations of the customers within the industry and market of engagement (Donald, Sumantra, & Felipe, 2005). HR is also critical in the recruitment and training or orientation of the employees in pursuit of the organizational goals and targets in the course of diverse fiscal periods. Other functions of HR within the organization include planning, management of the employees, motivation and assessment of the workforce, development and implementation of HR policies/procedures, and incorporation of policies to guide benefits and rewards to the workforce upon retirement. The purpose or objective of the report is to explore and critically evaluate the existing or current HR function practices in the case of the United Arab Emirates. This is through development of an understanding of the theories, as well as concepts to the HR function prior to assessment of the contribution of the HR aspect to the achievement or realization of the organization goals and targets. In addition, the report focuses on identifying and illustrating main challenges and future orientations or evolution of the HR function in the UAE under critical investigation of the case of Emirates Airline. Section II The purpose of this section of the report is to present the HR department through integration of the organizational chart, mission, and role. In addition, the section focuses on the current HR policies, objectives, and initiatives. HR Organizational Chart HR department at Emirates Airline focuses on the provision of all-encompassing HR service with the ability and potentiality to support, as well as enhance the business while considering the needs of the employees (Alan et al, 2011). The purpose of this approach is to encourage effective and efficient alignment of the individuals, technology, and processes in pursuit of competitive advantage. The human resource functions at Emirates focuses on incorporation of structures similar to the large and progressive business entities. From the employees’ perspective, HR Business Support proves to the face of the HR within the Emirates Airline. Each business department enjoys maximum support of an HR manager. In this context, HR focuses on playing the role of change-agent, employee champion, and HR technical expert. The purpose of this structure is to offer substantial motivation to the employees in the course of becoming more proactive and satisfied target audiences of the HR. The HR structure also incorporates inter-related departments such as training and development, remuneration and planning, productivity services group recruitment, psychology and mental services, and employee service center. The centralized services ensure that each business department has adequate staff to offer quality services to the customers. The goals and objectives of the HR department incorporate sourcing and selection with the intention of developing and promoting strong employment branding under the influence of technology in the improvement of services (Alan et al, 2011). Moreover, HR concentrates on building a high performance culture through development of managers with substantial skills and competencies in the development of employees under their leadership. The HR department also focuses on rewards and recognition through aligning policies and these frameworks to improve quality and performance. Similarly, HR department seeks to focus on the employees leaving the company. This is through incorporation of redeployment, as well as integration of retirement programs to retire staff in a respectful manner while capturing their accumulated expertise and skills. These initiatives are critical in the achievement of the goals and objectives in the market and industry of transaction while exploiting appropriate strategies and marketing techniques. The structure of the HR department concentrates on the achievement of flexibility while minimizing the costs in the course of motivating employees to improve the image and reputation of the firm in the global context. From this illustration, HR department of Emirates Airline seeks to integrate differential strategies to improve the quality of services and products in the competitive airline industry. Section III The purpose of this section of the report is to assess the contribution of the HR department with reference to evaluation of the alignment of HR practices with Emirates’ strategy. In addition, the section concentrates on assessment of the possible evolution of the HR function within Emirates Airline. HR department concentrates on the achievement of the overall goals and targets at the end of the fiscal period. HR department focus on selecting, recruiting, training, and developing potential employees in accordance with the behavioral attributes and culture of the Emirates Airline with the intention of aligning employees, processes, and technology. In addition, HR department makes substantial contribution in planning for the operations of the business entity in the course of realizing competitive advantage at the end of the fiscal period. This is through increased investment in the R&D to assess the demands and expectations of the customers, thus tailoring products and services in accordance with these demands and preferences. Effective planning is also evident in the financial department, which is an affiliation of the HR department focusing on efficient planning and allocation of resources in accordance with the capacity and potentiality of the business entity in the industry of engagement. HR department tends to focus on the improvement of the image and reputation of the business entity (Alan et al, 2011). This is through focusing on the employees leaving the company, thus development of reward and redeployment strategies to promote the global and domestic image of the company. The HR department concentrates on the development of appropriate strategies and techniques with the intention of aligning the HR aspects with the existing strategies of the company. For instance, in supporting the mission and vision statement of Emirates Airline, the HR department concentrates on developing and implementing innovative and flexible human resource solutions. In addition, the HR department concentrates on integration of an ongoing process in the recruitment process. This is through execution of SWOT analysis and exploitation of the BSC assessment tool in the assessment of the shortage or surplus within areas of interest. Emirates Airline tends to exploit appropriate websites with improved navigation, enhanced functionality, and modern features with the latest employment opportunities within the company. These attributes are vital in pursuit of competitive advantage at the end of the financial period while reducing the costs of operation or transactions. Emirates Airline continues to experience revolution on the HR function. This is through incorporation of technology in improving effectiveness and efficiency while handling demands of the employees and other relevant stakeholders in the market and industry of transaction. In addition, the organization’s HR department has been on the forefront in improving operations of the company through working closely with other departments for improvement in quality of products and services (Allen, & Daniel, (2001). These initiatives and attributes are ideal in the improvement of the efficiency of business operations while reducing the costs of transactions. Another potential evolution is the tendency of the airline company to incorporate social media marketing approach. There are diverse factors, which tend affect the operations and evolution of the HR department in this business entity. Some of these factors include skills availability, government regulation and law, and socio-culture value. HR department must integrate effective understanding of these factors in the course of adopting and implementing appropriate HR strategies in alignment with the existing culture, mission, and vision of Emirates Airline. Section IV: Conclusion Conclusively, HR is one of the most important aspects in the achievement of the goals and objectives of the business entities such as Emirates Airline. HR focuses on planning, controlling, managing, and assessing or evaluating the role and influence of the employees in handling demands and expectations of the customers in the market and industry of operation. HR department focuses on generation of appropriate strategies and techniques with the intention of aligning the HR aspects with the existing strategies of Emirates Airline. In addition, the department has been on the forefront in aligning processes, employees, and technology in pursuit of competitive advantage in accordance with the demands and expectations of the consumers. In the course of achieving these goals, the institution tends to focus on incorporating numerous initiatives towards improving the performance of the employees. Some of these initiatives include integration of social media marketing, increased investment in research and development, concentrating on rewards and benefits, and installation of technology in accessing and utilizing information. These attributes are critical in the improvement of the effectiveness and efficiency in handling demands and expectations of shareholders and stakeholders in the market and industry of transaction. References Wilkins, S, (2001), “International briefing 9: training and development in the United Arab Emirates.” International Journal of Training and Development, 5 (2), pp 153-165. Donald N, Sumantra G, & Felipe M, (2005), “The Hub of the World.” Retrieved from http://faculty.insead.edu/felipe-monteiro/documents/hub_of_the_world.pdf Allen B, & Daniel V, (2001), “Cross Cultural Patterns of Internationalization and Human Resource Management Issues.” Competitiveness Review, 11 (2), 48-56. Alan et al, (2011), “Human Resource Management: Strategic and Practice.” Cengage Learning Australia. Retrieved from http://www.cengagebrain.com/content/nankervis84994_0170184994_02.01_chapter0 1.pdf Read More