HR Planning and Recruitment - Emirates Airline Company - Case Study Example

HR planning and Recruitment Student’s Name: Instructor’s Name: Course Code: Date of Submission: Table of contents Introduction………………………………………………………………………………………3 Company background……………………………………………………………………………3 Challenges facing HR department……………………………………………………………….4 HR forecasting process…………………………………………………………………………..5 Recommendations……………………………………………………………………………….5 Conclusion……………………………………………………………………………………….6 References……………………………………………………………………………………….8 Introduction Human resource planning is the practice of assessing the future human resource needs of the organization. For any organization to perform well in the competitive world, it must consider proper human resource planning so that it will acquire the right number of employees with required skills (Clinton & Laurence 2013). An organization can gain competitive advantage through human resource planning hence increase its market share. Company background This paper will discuss HR planning in relation to Emirates Airline Company. Among the best performing airlines in the world is the Emirates Airlines. The company started its operations in the year 1985 which was the same year it was founded (Emirates Group 2013). The company has increased its operations due to their commitment to offer quality services to the customers. In the year 2012, Emirates Airline Company was rankled the fourth world wide in terms of giving their services. The aim of the company is offering their best skills to ensure customer satisfaction. The interviewer in this interview is the deputy human resource manager. He is called Abdulaziz Al Ali and has worked for the company since he joined it in the year 1986. He holds a bachelors degree in the Mathematics and a post graduate degree in Mathematics (Emirates Group 2013). The deputy president in human resource department has enabled the company meet its HR requirements which has enabled the company to excel in the market. The main purpose of Abdulaziz is to design training programs and also development skills of the employees. He also takes part in the recruitment process. His contact is 600 55 55 55. The company has been performing well in the market. Despite this fact, the company has been experiencing high employee turn over and absenteeism. The main reason for the high employee turnover is expansion of the company (Emirates Group 2013). The company has expanding creating vacant positions and also deteriorating working conditions. This has discouraged the employees from being retained in the company. The company fills new positions through promotions or recruitment of new employees. In for the HR department to solve the above issues, the company increased the salaries and wages by 4 %. This was aimed at maintaining the employees in the company. The company also increased the number of employees so that the existing employees do not get exploited. In addition, the company is trying to conduct research to determine the future human resource needs by the company. This will help the company hire adequate skills needed in the company (Emirates Group 2013). Challenges facing HR department There are many challenges facing the human resource department. These challenges include the following; The first issue facing human resource department is retention of talents. The HR department has been faced with the challenge of retaining the skills within the company. The employees keep on moving from organization to another (Clinton & Laurence 2013). The main reason for this movement is better working conditions. Upcoming airline companies try to source experienced skills from Emirates Airline Company with some increase in their salaries. This becomes a challenge in that after spending company resources to train the employees, they finally move out. This implies that the HR department has to recruit skills to fill the vacant positions. Another challenge is lack of efficient leadership and employee development programs. As the organization grows, its management system becomes complex (Clinton & Laurence 2013). The training programs also become difficult to design because the HR department is limited by the budget. In addition with the employee turnover, it is difficult to implement the training programs. Cultural diversity is another challenge facing the HR department. In the company, there are many people with different values and rituals. These differences make it difficult for effective communication to take place because the employees have different backgrounds (Clinton & Laurence 2013). Therefore cultural diversity leads to difficulty in communication. The policies of the department cannot be fully implemented due to communication breakdown thus it is a challenge to achieve cohesive culture within the company. Dissatisfaction is another big challenge to the HR department. The employees experience dissatisfaction in many ways. For instance, working hours, ineffective remuneration and lack of effective rewarding system are sources of dissatisfaction among employees (Clinton & Laurence 2013). Through dissatisfaction, the employees will keep on moving out of the company and also lower their morale which leads to failing to achieve the department objectives. Finally, lack of adequate technical skills has also been another challenge to the HR department. Some technical skills are competitive to acquire thus the company has not been able to recruit adequate technical personnel. This has led to collaborating with local colleges to recruit the students after their graduation (Clinton & Laurence 2013). HR forecasting process HR forecasting is the process of evaluating future human resource needs of the company. It helps the company to plan better for its future. The following are the steps for HR planning. The first step is to scrutinize the current job market. This is assessing the economic conditions of the labor market (Seyed 2003). It takes into consideration factors like unemployment and availability of the human resource skills. Job market scrutiny will help the organization to forecast the future labor market requirements. The second step is to evaluate the needs of the organization. This is assessing the requirements of the company. This is done by collecting data from all the departments and the vacant positions. The HR determines the current job opportunities within the company (Seyed 2003). Next step is to anticipate the employee turnover. This is a step where the company reviews its objectives so that it can be able to forecast on the workforce successfully. Anticipating on the employee turnover will help the organization develop retention strategies so that it can retain the employees within the company (Seyed 2003). Finally, estimation of the future needs of HR are estimated. This is the last step of forecasting where the HR department estimates the future needs of the company (Seyed 2003). Training needs and succession plans are put in place. These plans help the HR department to hire the right number of employees and with required skills. Recommendations In order to retain the talents within the company, the HR department should be able to remunerate its employees better. Through better remunerations, the employees will be satisfied with their jobs. They will work for the better of the organization. Better remunerations also lead to retention of the employees. The HR department further needs to design clear policies to develop the skills of the employees through training. This will improve the skills of the employees. Moreover, the department should include employees in decision making so that they will improve their management skills for promotional purposes. There should be a standard organizational culture to be practiced which should be practiced by the employees of the company. For example, communication should be on a hierarchical basis. This will help to reduce the differences in cultures thus develop harmony in achieving goals and objectives of the company. In order to minimize dissatisfaction among the employees, there should be better remunerations and better working conditions. Satisfaction can be achieved through rewarding the employees when they have performed well. There are various ways of rewarding. It can be through monetary rewards or non financial resources. This will help to improve the morale of the employees so that they can work together in team work spirit towards achieving the goals and objectives of the company. On the other hand, the company needs to sponsor some students throughout their college and after graduation they offer their skills to the organization. Technical skills are rare to access in the labor market and are competitive. The best companies get the best technical skills and if the company is not competitive in terms of remuneration, it will not be able to get the right and required skills. Therefore it is important for the company to sponsor educational programs so that it can acquire the right and adequate skills required. Conclusion Emirates Airline Company is among the best performing Airlines in the world. The reason behind their good performance is effective HR planning. The employee turnover rates have also increased in the recent years. The challenges facing the HR department include retention of talents, lack of adequate technical skills, lack of satisfaction and lack of employee development programs. In order for the company to solve these issues, the company should be training programs, better rewarding systems and development of organizational culture. HR forecasting is the process of forecasting HR future needs of the company. It helps the company to plan better for their future to avoid problems in the HR department. References Clinton, O. Longenecker & Laurence, Fink. Creating human-resource management value in The twenty-first century: Seven steps to strategic HR, Human Resource Management International Digest, 21.2, 29 – 32, 2013 Emirates Group, 29th Oct. 2013 http://www.theemiratesgroup.com/english/our- company/leadership/leadership.aspx Seyed-Mahmoud, Aghazadeh, The future of human resource management, Work Study, 52.4, 467-572, 2003. Read More