Essay On Air Transport Management

Historically, operations management and human resource management have been separate fields, only interacting for administrative issues regarding payroll and other matters (Boudreau et al., 2002). However, human resources play an integral role in the development of strategic plans for organizations. Since no operations can take place without the human capital necessary to implement the operations, special attention should be paid to the linkages between the operational strategy and the human resource strategy of the firm. According to Ahamd and Schroeder (2003, p. 19) “human resources are

Human resource management “is the organizational function of planning for human resource needs, recruitment, compensation, selection, development, evaluation, and handling of grievances and labor relations” (Singh, 2016, p. 362). The key human resource competencies as outlined by the Healthcare Leadership Alliance (HLA) include: communication and relationship management; leadership; professionalism; knowledge of the healthcare environment and business skills. The healthcare leadership alliance consists of the following organizations: American College of Healthcare Executives (ACHE); American College of Physician Executives (ACPE); American Organization of Nurse Executives (AONE); Healthcare Financial Management Association (HFMA); Healthcare Information and Management Systems Society (HIMSS); Medical Group Management Association (MGMA) and its educational affiliate, the American College of Medical Practice Executives (ACMPE).

According to Peter Drucker “Management is what the modern world is all about” that statement means that all the development that has taken place in the world is due efficient management. Management is concerned with acquiring maximum prosperity with minimum efforts. Management is essential wherever group efforts are required to be directed towards achievements of common goals. Efficient management can foster the economic growth and development of a country. It also can bring the surface of human abilities and in the final analysis determine the success or failure of any country. It helps the management of the organization to focus on the need to any kind of change that might occur within an organization allowing to apply the useful methods or techniques of selecting a rightful person for the right places.

The economic environment in nowadays dynamic, it is fairly important for organisations and managers to recognise the curtail of Human Resource Management. It is clear that Human Resource Management (HRM) has become one of the most recommend management strategy in the modern business (Leopold and Harris, 2009). Human Resource Management is a technique process of managing people in the workplace to enable and enhance organization performance (Leopold and Harris, 2009). This theory involved the responsible to attracting, selecting, training and managing people which make employees become more valuable to the organisations. It invests effect in learning and development at work. Also to communicate with all employees at each level to reward successful employee relations (Wilton, 2011). Human Resource Management plays a very important role in the operation strategy and management concerns in work organisations of all kinds (Leopold and Harris, 2009). In aim to justify this statement by evaluate the benefit and importance of Human Resource Management in contemporary work organisations. This essay will focus on analysis the advantages of use Human Resource Management in business also underline by explain more detail about the different HRM strategy brings benefits and give competitive advantages impact to the organisation success. Then summarise by a general conclusion on the importance of HRM in contemporary work organisations.

Since my childhood, I have traveled in many countries and have always been attracted by different international airports around the world. Their bustling multicultural atmosphere was fascinating to me. Every time when I saw airline representatives and ground staff working professionally and conscientiously, I was fully impressed with their performances. I began to wonder how they keep those busy airports and airline affairs, running securely, smoothly and efficiently. From then on, I have been very curious about air transport/aviation Management.

Human resource management is becoming higher in demand everyday. Employment for human resource manager is projected to grow 9 percent from 2014 to 2024 (Bureau of Labor and Statistics, 2016). On average this occupation is growing faster than most occupations. Over the 5 years to November 2019 jobs that will open for Human resource management is expected to be above average employing between 25,001 and 50,000 more (Bureau of Labor and Statistics, 2016; Human Resource Manager, 2015).

their work and then motivating them to act accordingly, the plant turned around its performance.

Human Resource Management function is to provide a positive impact on the success of an organization strategic business plan. Human Resource Management plays an essential role in an organization’s human asset known as its workforce. Though effective analysis and review this management system ensures the workforce implements the organization 's vision, mission and goals. The Human Resource Management supplies support for all functional areas accounting and finance, production, inventory, sales, and marketing to assure objectives are met. Input from each area manager and key personnel will help the Human Resource personnel determine a needs analysis and job description so not to overlap when setting up

• The office will take care of the advertising of the school. He/she will manage the advertising director in all the five unique nations. The notice of the school is that more students can take admission in the school. This customized things which correspond by the leader. He will take care for the visa issues of students and with NZQA for the new approaches. The account office will care for the money states of school, charges of student pay of staff.

Part 1 Human resource management has several areas in common between organizations; they deal with the legal activities of the client, ensure that job descriptions are accurate, interview, train, manage EEO and Affirmative action, and ensure compliance to a wide spectrum of regulations. Recruitment and training have been part of HRM for decades, and overall considerably between clients. HRM usually does the advertising, screening, and initial testing; then once hired, basic training and orientation to the company. These issues are tactical, but strategic in that HRM is now tasked with planning and projecting employees, helping to retain talent, and recruiting more aggressively and robustly rather than simply advertising for a job. Strategic HRM takes on an even more common role becoming involved in job forecasting and strategic planning, executive searching, and linking within the business process cycle to help measure and ensure quality (Armstrong, 2008).

As competition increases around the world, leading companies in every business category have recognized that having a quality workforce can help the company gain a competitive advantage in the market. Many companies have started hiring people irrespective of their race, sex, religion, nationality etc. The critical thing for any company is to understand and use potential of their workforce. Building and managing top-quality workforce is not as easy as it may seem. In order to get to this point, a company has to believe that the human resource department is an investment and not a liability. Having a diverse workforce can invite a lot of issues that dent the company’s performance. Human resource management plays a strategic role in managing people, workplace culture and environment. In order to be the best in human resource management an organization has to be the best in planning. The plan that the human resource management develops will come from the company’s master plan and the strategies have to reflect the company’s priorities. The basic essence of HRM is to concentrate on recruiting, managing, organizational development, safety, wellness, benefits, employee motivation, training.

The nexus between human resource management and organisational performance represents an issue of strategic importance to organisations. Hence, many HRM practices were regarded as being more important than others in contributing to organisations’ competitive advantage. ( Delery and Doty ,1996 ; Tzafrir, 2006 ). Several HRM practitioners and academics tried to integrate such useful practices into a ‘set’ that can be universally applicable to all organisations. ( MacDuffie 1995 ; Pffefer 1998 ; Wood 1995 ) . However, that last two decades witnessed increasing studies that acknowledged the significance of context and strategy when identifying HRM practices that are vital to success. ( Boxall and Purcell 2011 ; Clinton and Guest

Human Resources are what make and shape an organization. In today’s world, employees are entitled to many rights and benefits that did not exist in years past. Having an established HR department within your company no matter the size is vital to the long-term success of your organization. In larger companies HR is a common

Human resource management consists of planning, organising, directing and controlling of the procurement, development, compensation, integration, maintenance and separation of human resources to the end that individual, organisational and social objectives are accomplished. Human resources are a critical, if not the source of, competitive advantage for the business, rather than, say access to capital or use of technology. Thus attention needs to be paid, at a strategic level, to the nature of this resource and its management, as this has impact on the performance of the organisation, however defined. Batt and Banerjee (2012) found that, in an analysis of strategic HR research articles in British and American journals, the link between

Human resource management (HRM) is undoubtedly being considered as an indivisible element of the organisations from the outset. From recruitment to employee retention, HRM has always committed to assist company to search and retain talents that have values toward the sustainable development. In view of the fact that, there are several studies with evidences presented to prove that there is a relationship between HRM and organizational performance, in which some HRM theorists also suggested that there is a causal link between them (Cooke, 2000). Though Gerhart (2005) stated that their relationship is regarded as a ‘black box’ that it lacked of clarity concerning what leads to what; it can be both performance leaded to HRM and vice versa.