Report on HR Department and HR Policies of Emirates Airlines

Introduction

With the increasing trend of using airline services to travel across the world by the people, there are many airlines who are striving hard to maintain and expand their business in the cut throat competition of airline world. These airlines try to develop their niche in the Airline industry by providing specific services to the customers that would provide them with an ultimate and unique experience.
Emirates airlines, with its base in Dubai serves to be one of the largest airlines in the World and stands as the largest among the entire Middle East nations. It has its centre at the International airport of Dubai. The airline is a part of the Emirates Group that is completely owned by the Dubai’s Investment Corporation maintained by the Government of Dubai. Emirates airlines also undertakes shipping and carrying of cargos and it is handled by the SkyCargo division of the Emirates group (O’Connell, 2006).
It has a huge number of flights up to around 3400 flights per week that operate from its centre, that is, the Dubai International airport. These flights reach more than 142 cities across 78 countries in six continents. Emirates airlines comes among the top ten list of airlines with respect to the number of passenger kilometres that they have travelled. The airlines ranked fourth among the airlines with the highest number of international passengers that are travelling in them (Abedelazez).
Emirates have been gained the trust and loyalty of the customers by providing quality of service that is par excellence. Emirates has emerged a lot in the aviation industry and it has also created a niche for itself in the industry. Emirates have been developing strategies and executing investments to meet the increasing business that they have forecasted in the future years. Emirates had purchased 200 aircrafts in 2013, itself and this shows the scope and content of expansion that they are going observing in the aviation industry. They have a combination of aircrafts ranging from the Boeing 777 and Airbus A380 that provide one of its kind of experience to the customers (O’Connell, 2006).
The airlines have also updated their slogan from Fly Emirates to Hello Tomorrow to provide the customers with its vision.

HR Department:
The HR department refers to the handling of operations with respect to the man power and developing various strategies to improve and grow the business of the company. Emirates have been focussing on the HR department for assuring the quality of the personnel that they have been selecting for providing the services to the customers and maintaining the standards set by the Emirates airlines for its customers. HR department carries out various tasks which also involve understanding the requirements of the job, developing policies for encouraging leadership within the organization and developing a work life program that satisfies the employees and results in greater levels of performance from them (Huselid, 1995).
HR personnel has to keep a record of the quality of employees they have been hired through the airlines and also provide adequate training to the employees that they have been hiring.
The effect and the impact of training on the organization is directly related to the organization’s performance. The elements which contribute to the long term success of the organization are inculcated during these phases of training and orientation. Training and orientation is adopted by the organization with a strategy and plan to get the maximum return on the investment made in the processes (Demmke, 2006).
There are various elements that the HR personnel considers while developing policies and strategies for the achievement of goals and objectives of the airlines and making sure that it is maintained on a long term scale. In Emirates airlines, HR stresses on hiring people with high quality and skills and who have an immense amount of interest about living as well as working in Dubai (O’Connell, 2006).

Number of employees:
Emirates have a large number of employees which involves a family of over 54000 people that are coming from more than 160 nations. These employees are highly skilled, qualified and also trained accordingly to meet the high performance standards of Emirates airlines.

The huge number of employees from across so many countries shows that the culture of Emirates group is friendly and favourable for working of people even if they do not belong to UAE or have their roots in UAE. Emirates also provides them with a large number of career options and these encourages the employees to maintain the consistency in their performance and loyalty towards the company.

Head of the company:
Emirates airlines is headed by Ahmed bin Saeed Al Maktoum who is the current chairman of Emirates airlines. The company is a subsidy of the Emirates Group which comes under the Dubai Government’s department of Dubai’s Investment Corporation. The Dubai Government does not invest any money in the airlines now and it does take any finance or revenue from the airlines. They do not interfere in the operations and handling and the overall management of the airlines. The head of the company is a person with a strong personality and identity with respect to the image of the airlines. He also strives the urge for excellence among the employees for the customers and observes that this is achieved in order to make it stand apart in the entire aviation industry across the globe.

HR policy:
HR department has to take care of the goals and objectives of the Emirates group which have been set to meet the performance standards in terms of quality and experience. Human Resource department creates innovative and easily accessible solutions to the problems related to manpower. It also provides flexibility in the solutions pertaining to their department and affecting the business of the airlines.
Human Resource department provide a complete balance in achieving the growth in the business and providing the customer with the best service in terms of company’s interests. It also ensures that effective relations and communication among the employees is maintained and that it always encourages improvement in performance leading to the growth in the business of the airlines.

HR develops policies that inculcates the short term as well as long term planning about the staff requirements and develops various solutions to manage it more effectively than earlier times. This policy involves considering the aspiring individuals from the foreign countries and providing them with an attractive opportunity to work in the Emirates group and contribute to its development. It also involves providing guidelines to the managers that are involved in operations and handling people that they come across every day and have to deal with them.
The policies that are developed by the HR also involve considering various elements like studying and analysing the requirements of the job and positions required in the airlines. It involves developing an appropriate structure of L.A.M.P model and developing it to obtain the optimum solution of the management problems. It involve inculcating leadership succession planning among the employees to develop a positive and encouraging attitude among the employees. HR department also has to deal with providing an optimum work life plan to the employees that would provide them with the required security and dedication towards their work.
Various aspects that HR department has to consider while developing their policies are discussed below.

Human Resource Policy Planning and Development: Studying Job requirements

In the current scenario of increasing competition, high standards of performance are required in the companies and it is the duty of the HR personnel to ensure that it is achieved optimally. It involves developing the strategies and defining the right approach to achieve that. It refers to the analysis of the elements that are required for completion of the task in a manner that would be profitable to the organization (Cascio & Boudreau, 2010). It involves studying the requirements of the job, defining the work need and its according plan.
HR personnel needs to have this ability of identifying the correct potential among the qualified individuals. It involves developing relationship between the economic and financial elements within the company (Talentship and Human Resource Measurement and Analysis: From ROI to Strategic Organizational Change , 2004).
While developing this plan, they also need to develop strategies to reduce the effect of absenteeism. In Emirates airlines, where the number of employees is huge, they need to focus and develop a system that would automatically analyse the absenteeism of the employees otherwise absenteeism of a large number of employees would get neglected. They also need to consider the technical requirements of the job before developing a hiring plan. The HR personnel designs the cost that is involved in training of the new employees after the separation of old ones or during an expansion.

Human Resource Policy: Financial Impact on L.A.M.P Model.

In the process of making Human resource plans and strategies, LAMP framework serves to be one of the critical model. LAMP framework in Human Resource refers to the Right Logic (L), Right Analysis (A), Right Measure (M) and the right process (P) (Cascio & Boudreau, 2010). Planning the Human Resource also involves developing the correct HR to employee ratio, developing a precise HR matrix and developing and executing the measurement of performance on standard parameters (Talentship and Human Resource Measurement and Analysis: From ROI to Strategic Organizational Change , 2004). Thus, it is observed that the planning, development and execution of the HR has financial effects on the four terms observed in L.A.M.P model. Optimization of these four terms helps to increase the revenue for the airlines.

Human Resource policy: Work life program

Developing a work life program refers to the development of the structure and policies for working by the Human Resource within an organization (Deusen & Ladge). Work life programs are developed by keeping in mind the objectives of the organization, welfare of the employees as well as the society on the whole. It also involves developing strategies by the HR regarding the involvement and satisfaction of the customers (Bird, 2006).
Work life balance provided by Emirates is one of the best in the world and employees aspire to work in a more stable and inspiring conditions developed within it. It provides life insurance to the employees and also provides medical aids or finance required to the employees and their family members.

Human Resource Policy: Leadership succession planning

Leadership succession planning refers to the development of strategies and plans by the HR personnel by considering the effects that they will have or produce in the future (Redman, 2006). It serves as one of the most important aspect of HR planning where the HR manager plans and forecasts the future performance and position of the company on the basis of his vision (A Roadmap for Succession Planning).
It involves creating and ensuring that there are sufficient amount of leaders generated within the company for the consistent growth and success of the organization. Emirates stresses on focussing on the development of the leadership among the employees and developing an atmosphere that would inculcate a sense of responsibility among the staff and crew of the airlines.

References
(n.d.). A Roadmap for Succession Planning. The Fogarty group.
Abedelazez, S. (n.d.). Analysis of Luxury Airlines Emirates Airways and Competitors. SSRN Journal.
Bird, J. (2006). WORK-LIFE BALANCE DOING IT RIGHT AND AVOIDING THE PITFALLS . Employment Relations Today.
Cascio, W. F., & Boudreau, J. W. (2010). Making HR Measurement Strategic. In Investing in People: Financial Impact of Human Resource Initiatives, . Pearson.
Demmke, C. ( 2006). Governmental, Organisational and Individual Performance. Performance Myths, Performance” Hype” and Real Performance. EIPAScope . European Institute of Public Administration., 4-11. .
Deusen, F. V., & Ladge, J. (n.d.). Building the Business Case for Work-Life Programs. Retrieved from http://www.bc.edu: http://www.bc.edu/content/dam/files/centers/cwf/research/pdf/BCCWF_Business_Case_EBS.pdf
Huselid, M. A. (1995). The Impact Of Human Resource Management Practices On Turnover, Productivity, And Corporate Financial Performance. Academy of Management Journal, 635-672.
O’Connell, J. F. (2006). The changing dynamics of the Arab Gulf based airlines and an investigation into the strategies that are making Emirates into a global challenger. WRITR, 94.
Redman, R. W. (2006). Leadership Succession Planning: An Evidence-based Approach for Managing the Future. Journal of Nursing , 292-297.
Talentship and Human Resource Measurement and Analysis: From ROI to Strategic Organizational Change . (2004). CAlifornia: CEO publications.

Skills

Posted on

March 10, 2018

Submit a Comment

Your email address will not be published.