Human Resource Activities of Qantas Airways

Organizations are growing in size each and every day, which in turn creates a high demand for employees. This outcome, however, needs a systematic approach to determine the right employee for the right position. The process has become so large that organizations need specialized help from Human Resource Management (HRM) departments to ensure that the requirements of the position are met. Therefore, the HRM department provides the function of job analysis in order to select the right individual for the position. "Job analysis is a complex and vital part of every HRM program, as well as an important systematic process used within an organization to determine future members of the workforce." Job analysis

Marketing strategies are an extremely important factor in determining the overall success of large global businesses (LGB). Marketing strategies are plans of action intended to promote and sell goods or services. There are a number of marketing strategies available, however, this report focuses specifically on pricing, promotion and global marketing. These determine how a business sells its goods and services, subsequently affecting market share, profitability, and cash flow. This is demonstrated when looking at the global businesses of Qantas Pty Ltd and Apple Pty Ltd. Qantas is an Australian based airline, which has grown from an airmail company to the largest airline in Australia,

3. Job analysis is the next step to consider the skills necessary for employees by job functions. To achieve the job analysis process one must consider the skills necessary for employees’ separated by job title or function. Employees can understand what the vital aspects of their jobs are by analyzing the entire job function and process. This process should include an explanation of primary job functions, how to produce them, and who is responsible for all parts, and the qualifications needed for all steps. Defining the key duties of each job function will benchmark all key elements to determine a systematic process. By identifying each job title or job function will allow management and staff to outline performance standards more

A number of demographic factors will also affect Qantas’s business operation over the coming five years. With an aging Australian population, scarcity of talent, and a globalised work force, HR must be

The key tasks of Job design, through analysis, description and specification, and organization design are instrumental in determining what tasks are to be performed and how they will be managed. Once the “what” is determined, it is time to determine the “who” through human resource management. One of the important functions of Human Resource Management is Recruitment and Selection of the

The reason for job analysis is to study and evaluate the things that a job is supposed to involve. This is describing exactly what skills are needed to perform the job, and what the exact qualifications are to fill the position. Job analysis is a method needed when the employee need to know the precise function. An example would be that an employee’s duties should be clearly stated. So, a jobs analyst is to observe the employee at his or her current duties. This is also helpful in deciding what the requirements are to perform this job more effectively. As well jobs continue to change so a job analyst n should watch for

An analytical study would focus on the tasks that need to be performed to determine valuable factors. A written job description would be beneficial so the employer would know what physical and mental characteristics one should possess and what qualities and attitudes are desirable. The Recruitment and Selection Process is one of the basic HR Processes. Recruitment and Selection is very sensitive as many managers have a need to hire a new employee and this process is always under a strict monitoring from their side.

With reference to Qantas and Telstra, workplace disputes are regular occurrences that are resolved by the implementation of HR strategies. Qantas Pty Ltd is Australia’s largest airline and on a domestic basis has in excess of 30,000 employees. Telstra Corporation Ltd is Australia’s tier one telecommunications and media services company, with 34,000 people employed in Australia. The Employee Development Systems survey found that “81% of HR professionals had seen employees resign as a result of conflict, and 77% have noticed increased absenteeism” [1], resulting in increased business costs. Qantas and Telstra operate their business aiming for profit maximisation, always looking to resolve disputes as fast and efficiently as possible.

Qantas currently employs over 37,500 people in over 250 different roles, of which 93 percent are based in Australia (Qantas, 2010b). As one of its corporate groups, the People section provides “people strategy; industrial relations; remuneration; workforce management initiatives; and the implementation of programs aimed at creating a competitive and motivated workforce” (Qantas, 2010a, p6). HRM at Qantas is well established with a combination of control based and resource-based view of its people, and its people vision reflects that of a commitment philosophy where people are sought, skilled and motivated to achieve for the benefit of the organisation (Hartel & Fujimoto, 2010). There is a strong emphasis on selecting, and nurturing future leadership talent, fostering diversity and encouraging inclusion in the workplace, and improving workplace productivity (Qantas, 2010a).

Traditionally, companies pursued the maximization of profit in which economic activity has been their central focus. However, with this fast-changing, culturally diverse environment, companies have seen the importance of enhancing their business reputation through effective business practices and effective communication to their stakeholders and the whole community. Leading businesses are more visible in the critical public eyes and the more powerful they are the more they are at risk to scrutiny (Carroll and Buchholtz 2001, 6) Due to this, businesses nowadays are under much greater pressure as business firms are bound to satisfy the rising expectations of the public and at the same time meet the growing expectations of the increasing

Job design focus about the job requirements of employees. Therefore they need to have skill, knowledge and ability to perform the job. And talent management strategy and practice help for the selection process to emphasis on performance result evaluation

Analysis of Human Resource Management The report starts with the introduction to Human Resource Management (HRM) and the role it has to play within an organisation followed by brief introduction of the chosen organisation for the discussion-McDonald’s Restaurants Ltd. Also, it gives the reasons why this organisation has been chosen. The report presents the key strategic issues and corporate strategy of McDonald’s.

The HRM activities includes recruiting candidates, selection, orientation, managing their behavior, performance appraisal, compensation, training and development, handling legal issues of employees, and safety (Suttle, 2016). These activities help the company to gain sustainable competitive advantage. From recruitment to safety of employees, HRM department is responsible to handling and managing employees activities. Moreover, the department also provide various career development opportunities to employees for engaging them as longer perspective (habeeb, 2009). Within the Enterprise, the HRM activities presented and focused to attract existing employees and retain them for longer duration. They provide opportunities for career development so in this way they are retaining them respectively. Their goals are achieved in competitive manner by the help of HRM activities because of managing activities in proactive

In the end of 1937 the total amount of kilometers that Aeroflot covered up consisted of 98 thousands.

{draw:frame} {draw:rect} {draw:rect} {draw:rect} {draw:g} {draw:g} {draw:g} Table of Contents {text:bookmark-start} 1. Abstract {text:bookmark-end} The main objective of the project is to evaluate and analyze the Human resource department activities of the national carrier of Cyprus- “Cyprus Airways”, to find the strengths and the weaknesses of the system and to find out how “Cyprus Airways” keeps pace with the competitive environment of the airlines industry. The objective of this assignment is to describe and critically assess the main activities that are carried out by the HR department in Cyprus Airways. Human Resource Management is considered as one of the major factors that differentiates successful and competitive organizations