Case Study Of Mega Melayu

Although, they are not identical, Kindred and Humana use varies avenues to ensure the right employees are selected to help maintain each organizations visions. The purpose of this paper is to explore the process used by human resource managers (HRM) to ensure the right employees are selected.

The primary purpose of this paper is to perform an analysis on my organization and identify a problem that the organization is experiencing. To accomplish this task, a brief background of the organization, will first be provided. This will serve to establish a solid foundation for context. Then, the problem will be discussed in detail; to include the nature, as well as any applicable theories that will not only lend support to the paper, but also add additional value. After the issue is laid out, an analysis will be conducted on the nature of the problem. Again, this will help to frame the problem in a context that is easy to identify with. Lastly, a solution will be recommended that would be fit the needs of the organization via it’s members, in order to adequately address the problem.

Introduction: Each organization has their unique way to perform various function of human resource management such as Selecting, recruiting, on boarding, training, retaining, performance management etc. For the purpose of company analysis project following topic has been selected to describe best practice and my own experience with organization.

An organization need to survival or be very successful in the rapid developing socielty, it must have flexibility and ability for rapid transfromation. For example, Downsizing and restructuring are the ways to make an organization more effective, before downsizing and restructuring, the organization must digagnose its departments, to see

Having a positive experience during the recruitment and hiring process is crucial to employee engagement. Human Resources is almost always the first point of contact that a job candidate has with a company and it can set the tone for their entire career. The recruitment process for a company should not only follow all legal aspects of recruiting and hiring but its own company’s policies consistently for each candidate. Consistency ensures that each candidate is treated the same and each candidate was given a chance. The recruitment process is a chance for the company to not only find the best suited employee for the job, but for the company. This means finding the employee with the skills and experience to do the job and the employee that will fit best with the culture of the company. If you bring an employee in that is not properly qualified for the job you are setting them up for failure. If you bring a candidate in that is not a good fit culturally you will also be setting them up for failure. A company wants to make sure that the candidate is a good match for the company and the company is a good match for the

1.2. Preface As I have studied a M.Sc. in EU Business & Law, I found it ideal to find a topic that would encompass both European business matters as well as aspects of EU law. The European airline industry suits this choice of topic very well as it is a business operating largely across European borders, but it has also been the center of a substantial amount of EU legislation through the deregulation of the industry and the abandonment of state aid for national carriers. This has contributed to great changes in the dynamics and structure of the European airline industry, which I find fascinating and have therefore chosen to analyse this development in more detail through

The Airlines Industry was originally initiated in USA as a fastest and luxury mean of travel in the 30s¡¯. With the tremendous development on technological, we have numerous airlines in the world. Yet, just like any industry, there are always winners and losers in the long run. This paper is use to analyze the factors from an economics perspective that drive the industry prospect and their threats in the recent years.

In the year 1995, the pressure on small charter airlines such as Balair/CTA intensified. The expanding substitutes combined with troublesome bilateral negotiations to overcome the EEA disadvantage, forced them to give up their charter business and their fleets were integrated to Swissair and Crossair. They still kept their own organizational structure and the CEO of Balair/CTA became part of the General Executive Management (SWISSAIR, 1996, pp. 4, 15). During the same year, reorganization started to take place in order to form an entirely new structure of the holding company throughout the upcoming years. A steeper hierarchical order with four fundamental pillars was schemed: ‘Flights’, ‘market and ground services’, ‘logistics and cargo’ and ‘SBAG’ (SWISSAIR, 1995). These four pillars are the forerunners for the division of ‘Airline’, ‘Service’, ‘Cargo’ and ‘Catering’ just one year after, which were renamed into SAirLines, SAirServices, SAirLogistics and SAirRelations

Human Resource Management involves a wide array of functions that encompasses the time from when an employee enters an organization to the time the employee leaves the organization. The specific activities that are involved in HRM include job design and analysis, recruitment, orientation and placement, development and training of the personnel, employee remuneration, and performance appraisal (Aswathappa, 2007: 5). This paper shall focus on three main activities which are recruitment, training, and personnel development. When it comes to recruitment, it is incumbent upon the Human Resource Manager to bring into the workforce, employees that are both wiling and competent to accomplish specific tasks. The work of recruitment goes hand in

A survey conducted amongst Human Resources (HR) professionals in September 2007 stated they consider employment and recruitment one of the most critical HR function areas. (Gurchiek, 2008) According to Harris (2011), the size and quality of the workforce makes a huge impact on the effectiveness of the company. The size of the workforce also goes on to determine how the human resource area will function and what its priorities will be. Larger companies go on to work with a large workforce but that also means bigger responsibility. The company needs to be aware of how the employees are working and whether their output is what it should be.

Some think of recruitment and retention as two separate entities within HR however, they like a marriage as they go hand-in-hand, and when one area struggles, it will create issues for the other. Failing to recruit the right employees in the beginning will only lead to retention problems later. Moreover, the HR department also has a special bond, not only with management, but the employees. The relationship between HR and the employees plays a critical role in the success of an organization. When HR fails to support the employees, Chen, Lin, Lu & Tsao (2007) the performance level of the employees will diminish as a direct effect. Simply put, if an employee is at work and stressing over being paid correctly, or receiving their benefits; they cannot focus on their job, and depending on the work they perform can lead to injury or even worse death.

Understanding the strategic long-term goals of a company in terms of recruiting, testing, selection and hiring are significant components to strategic human resource management. In other words, a company needs to hire the right person for the right job. The culture of an organization creates a unique design for the structure and the “practiced values are a major factor in the success or failure of the structure” (Reichard). It appears the culture of Big Time Computers did not include best practices in the area of Human Resource Management when it came to recruiting, testing, selecting, hiring and dealing with performance issues of their employees. This paper will review the Human Resource Management issues regarding the performance practices and discuss the possible corrective steps Conroy could have taken throughout Henderson’s employment, steps to be taken in the case of impending termination, and recommendations for improving the department morale and even the overall culture of Big Time Computers when it comes to these types of issues in the future.

After analysis, you can find that the competitors are not only the players, and other transportation can also impact on airlines. The strongest competitive force is the airline which can determine the profitability of an industry and of are of greatest importance in strategy formulation. Like other industries, you need to compete in all of the aspects, such as product quality, service and so on. As you know, air transport has a certain risk, so you must make your customers feel safe. The fare is expensive compared to other transportation, so you service must be the best.

When we look at modern business practices and how things develop, we notice the level of contemporary business competition is on the increase particularly in the airline industry. This is usually accredited to the innovative pattern in which an airline competing in the same industry comes up with strategies and patterns of things that are different from the usual way. In other words, the fact is many airline organizations are innovating unique and out-of-the-box strategies for them to carve a niche over their rivals. The information and technology age requires that an organization invest more in research and development activities for them to come out with an innovative strategic pattern of operating that is vastly unique from what is usually known to their fellow competitors but at the same time developing a unique way to deal with organizational behaviors to maximize efficiency. Some organizations go above and beyond traditional marketing, making sure their services or product brands are different and difficult to be imitated.

Based on the case of The Mega Melayu, the following work contains an analysis and suggestions for solving the problems concerning the case study. We must focus our attention on various issues that faced by the Mega Melayu and try to give a sober assessment, and find solutions to these problems. There was a huge amount of issues needed to solve such as keeping up with competitors, and the problems that were within the company as the internal management challenges, having bad organization culture and bad leadership style, which certainly led to even more issues.