Human Resource Information System in Qantas Airways - Case Study Example

Introduction This paper looks at analyzing the manner in which human resource information system is being used in Qantas Airways. The paper will begin by highlighting certain information about HRIS which will be followed by the manner in which it has been implemented in Qantas Airways. The focus would be primarily towards specific job and the analysis will be related to recruitment and training in the HRM function. This will thereby help to understand the impact and usage of HRIS in Qantas Airways and the different gains which the business has been able to garner over a longer period of time. Human Resource Information System (HRIS) Human Resource Information System is a mechanism where technology is used in the field of human resource and different activities like recruitment, selection, training, payroll and other activities are carried out through it (Boxall & Purcell, 2013). The process looks at integrating technology with different functions so that effectiveness can be garnered and the overall result is better. This thereby helps to simplify the overall mechanism of carrying out different activities and ensures that the resources are used in a better way. HRIS in Qantas Airways Qantas Airways which operates in Australia has been able to use technology in different fields which has paid them rich dividend. The usage of HRIS in the field of human resource has helped them to meet the different human needs in a better way. This has helped the organization to ensure a ready supply of manpower, better coordination and efforts (Cipolla, 2005). The overall impact of such a decision is being seen in the manner the business has been able to grow and suffice the different needs of the customers. Qantas Airways uses HRIS in all the different fields of human resource but the report will concentrate primarily on recruitment and training and will highlight the manner in which they have been successful. The report will further look to draw insights from specific jobs so that the overall understanding improves and the business is able to identify the path through which growth will be ensured in the future. HRIS in the field of recruitment Qantas Airways while looking to hire people look to use technology so that they can reach to a vast audience base which has thereby ensured that people selected are better fit for the job (Wiley, 2000). HRIS has ensured that all jobs are considered in isolation and people are better examined before being hired. For example considering the job of Flight Engineers, it is seen that HRIS has been used to make the job more specific. Technology has helped to provide every minute detail that the organization is looking in individuals and provides every details which should be met so that selection becomes appropriate. HRIS has helped to ensure that screening is better as it lays down the basic needs and requirements. This helps the organization as people before applying for the job can undergo the process of checking the different requirements which they have met. This saves time and money and ensures that people who have applied for the job are more suitable for it (Jay, 2010). HRIS also helps to preserve all vital information about different candidates under one roof which ensures easy navigation. This can be used by the organization to garner all information about the required candidates and the future needs of the business can be met if the organization requires certain information. Using HRIS while recruiting flight engineers also ensured that Qantas Airways is able to ensure that the payroll is developed effectively, based on the skills and experience of the candidate. This ensures no differences between employees and brings in better coordination as people are able to ensure that they are being compensated based on the skills and contribution towards the organization. Since, flight engineer is a highly skilled job and requires experience so using HRIS has helped Qantas Airways to evaluate the skills of employees in a better way and helps to preserve records of candidates which can be used in the future (McGraw, 2004). This has thereby streamlined the overall process of recruiting people and serves as an important dimension while dealing with different economic conditions. HRIS has improved the effectiveness with which flight engineers work as they are able to develop process and ways which would lead towards multiplying the overall gains and substantiating their business. The integration of technology in human resource has also been beneficial for flight engineers as they are able to understand the different reasons for their selection or rejection. This thereby provides an opportunity to develop the required skills as the focus while selecting is given to every candidate and all small factors and dimensions are even looked at. This has ensured that Qantas Airways through the use of HRIS has become more and more professional and has been able to develop and work on the different dimensions which help them to meet the specific need of the industry with regard to flight engineers (Scott, 2005). The process has helped them to hire the best flight engineers and ensure that the operations are carried out effectively. HRIS in the field of training Qantas Airways has also integrated HRIS while looking to provide training to its employees. This has ensured that the skills of the employees are better shaped up and has provided an opportunity through which business development has become possible. Considering the case where training has been imparted to flight engineers it is seen that the operational aspect of the business has improved (Franco, 2009). Since, flight engineers is a highly skilled job and any mistakes could have an impact on thousands of people so ensuring proper training and imparting the necessary skills in imperative. Qantas Airways through the usage of HRIS has been able to look into the needs and requirements of each individual flight engineer. The process looks at specific details and performance of each flight engineer and based on their needs and requirements the training program is designed (Stewart & Brown, 2009). This has thereby aimed towards dealing with individual needs of the engineer and providing them with the required skills so that better delivery standards can be achieved. Apart from it Qantas Airways has been able to transform the lives of engineer as they have been able to improve their performance which has ensured better perks and incentives along with pay. Working on the individual need has helped the organization to ensure better focus. Since, data regarding the training can be easily preserved and recovered it helps to understand the potential engineers and the skills which they already have (Clunies, 2007). This thereby saves time and money and creates an opportunity where the business can look to focus on core areas and develop the required business fundamentals through which business process improves. The use of HRIS for training flight engineer is being further developed based on the international needs and requirements and timely changes are being made to it. This mechanism has simplified as Qantas Airways can easily compare with other players and adopt the good things and make changes in the process so that their needs can be easily met (Bolton & Storr, 2006). This has helped Qantas Airways to develop the process of training and shape it in such a manner that business efficiency and effectiveness is multiplied. HRIS has provided the opportunity to work on every small details and develop the business fundamental in such a manner that it provides effective results. HRIS has also enabled flight engineers to be able to undergo training both on and off the filed by looking into different dimensions. Flight engineers are able to look at other engineers from different parts of the world and learn different things. The process of training as a result has become better and meets the different specific need and requirements (Attersley, 2005). This has improved the manner in which flight engineers work and has been a weapon through which the overall performance has shaped up. This will lead towards reducing further wastage and multiplying the effectiveness so that business is able to be shaped in a manner which becomes more competitive. HRIS has been an effective tool and has reduced the pressure on managers as it provides better directives and guidance regarding the different training and activities which has to be carried out so that the different needs are better met. Conclusion Qantas Airways has been able to transform the manner in which human resource function works by using HRIS. Technology integration has improved their business operations and has multiplied the opportunity through which different activities are carried out. The applicability of HRIS is seen in all human resource function and has yielded positive results for both the organization and the candidate. HRIS implementation in the field of human resource has thereby been successful for Qantas Airways and has created the required dimensions through which business process and effectiveness has multiplied. References Attersley, J. (2005). Absence Makes Bottom line Wander. Canadian HR Reporter, 18 (19), 2-3 Boxall, P. & Purcell, J. (2013). Strategy & Human Resource Management. Palgrave Bolton, R. & Storr, S. (2006). Can HR Fulfill its Promise? Strategic HR Review, 25 (1/2), 14-31 Cipolla, V. (2005). Is HR Outsourcing for you? Canadian HR Reporter, 18 (20), 18-19 Clunies, J. (2007). Benchmarking succession planning and executive development. Academic & Leadership Journal, 2 (4), 23-27 Franco, G. (2009). Training and development in an era of downsizing. Journal of Management Research, 9 (1), 13-19 Jay, J. (2010). Lead & Motivate: not just your team but yourself too. Super Vision, 71 (6), 11 McGraw, P. (2004). Influences of HRM practices in MNC’s. 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