The paper 'Emirates Airline’ s Human Resource Management Practices" is a good example of a management case study. In the present day’ s fast-paced and complex business environment, having a high caliber of employees with the right skills and knowledge is viewed as a source of competitive advantage. As such, human resource management practices are very critical and are necessary since it ensures that a company has talented, highly skills and motivated staff to deliver to a company’ s goals (Wirtz et al. 4). Additionally, human resource management is important as it ensures that a company has the right number of staff and that they are properly remunerated, as well as offered a conducive work environment (Wilcox 2).
Emirate Airlines is an example of a company that understands the value of having the right employees. For this resource, the United Arab Emirates airline has a human resource department that ensures that the company has the right number of employees with the right skills all the time. The objective of this paper is to evaluate Emirate Airline’ s human resource management practices by assessing its HR processes and procedures.
Based on the analysis of its HRM practices, the paper will provide suggestions on areas that need improvements. Company Background Emirates Airline is a Dubai-based airline founded in 1985 (Miller et al. 2). The company has since grown to become a major player in the global airline industry flying to more than 122 destinations in more than 65 nations across the globe. Emirates is regarded as the largest airline not just in UAE but in the entire Middle East region. Emirates Airline is a part of the Emirates Group that employs more than 50,000 people that works under the government of Dubai considering that the airline is wholly owned by the government (Miller et al.
3). The airline operates more than one thousand flights weekly to different destinations across the globe. The company currently owns more than 180 fleets of aircraft comprising of both Boeing and Airbus. Despite the stiff competition it faces from rival airlines, such as Etihad, Emirates still commands a large market share in the UAE and the Middle East at large.
ATTC. Emirates Assessment, Recruitment and Selection Process. Web. 15 December 2016 http://www.attc.com/Emirates-Assessment-Recruitment-and-Selection-Process.htm
Appelbaum, Steven H. and Brenda M. Fewster. Global Aviation Human Resource Management: Contemporary Compensation and Benefits Practices. Management Research News, 26.7 (2003): 59-71.Print.
Emirates Group. Employee Benefits. Web. 15 December 2016 http://www.emiratesgroupcareers.com/english/about/benefits.aspx
Maceda, Cleofe. ‘UAE Workers Committed To Jobs But Unhappy With HR Practices.’ Gulf News 11 July, 2015. Web. 15 December 2016 http://gulfnews.com/business/sectors/employment/uae-workers-committed-to-jobs-but-unhappy-with-hr-practices-1.1552543
Miller, Frederic P., Agnes F. Vandome, and McBrewster John. Emirates Airline: Major Carrier United Arab Emirates, Dubai, Dubai International Airport, Emirates SkyCargo, Airbus A380, The Emirates Group, Emirates Destinations, Emirates Airline Fleet.London: Alphascript Publishing, 2010. Print.
Wilcox, Tracy. Doctoral Stream Something In the Air: HRM Legitimation Strategies in a Global Airline. Fifth Critical Management Studies Conference: Manchester Business School. School of Organisation and Management University of New South Wales (2007): 1-19.
Wirtz, Jochen, Loizos Heracleous and Nitin Pangarkar. Managing Human Resources for Service Excellence and Cost Effectiveness at Singapore Airlines. Managing Service Quality, 18. 1 (2008): 4-19. Print.