The paper "Human Resources Management of Etihad Airways" is a good example of a case study on human resources. The process of examining systems, procedures, documentation, policies, and practices in terms of the human resource function is what is known as an HR audit. The primary objective of the audit is to highlight strengths and weaknesses in the HR systems with the view of identifying issues that need resolution. Etihad Airways is among the top companies in the UAE. It is the official UAE carrier that started its operations in 2003. Essentially, the airline is the fourth largest in the kingdom.
It is, however, the second-largest in UAE after Emirates. The following is an audit report on its HR practices. Staffing Recruiting The recruitment process starts online where the posting of jobs happens. The interested people then get to fill out their details on an online form which then gets assessed for eligibility. The final step is in an interview where the candidates get an aptitude test. The recruitment and selection process ensures that the managers have a chance to enhance the behavior or steadily uplift the ability of their workforce.
The strength of the process includes the easiness associated with the online recruitment system. Selection Etihad Airways employs a combination of approaches in its selection process to ensure they get the best talent. Among the methods used include a written application, interview questions that are behavior-based, presentations, and testing. Like most organizations, however, Etihad combines the recruitment and selection processes on its website. Mainly, when candidates post their application online, a selection program will use keywords to sort them out. Two interviewing methods are typically used.
The first one is an individual interview where one person interviews one applicant at a time. According to Boella and Goss-Turner, this type of interview process is prone to bias (70). The other two categories are panel and stress interviews. The former is common in the public sector. The latter method involves creating a stress situation and determines how the candidate reacts in such an environment. Etihad employs a panel interview to ensure that there are reduced instances of bias and the stress interview to get the best candidates that can handle it appropriately.
Becker, Wendy S. "Are you leading a socially responsible and sustainable human resource
function?." People & Strategy 34.1 (2011): 18.
Boella, Michael and Steven Goss-Turner. Human Resource Management In The Hospitality
Industry: A Guide To Best Practice. 1st ed. Hoboken: Taylor and Francis, 2013. Print.
Bos‐Brouwers, Hilke Elke Jacke. "Corporate sustainability and innovation in SMEs: evidence of
themes and activities in practice." Business Strategy and the Environment 19.7 (2010):
Bratengeyer, Erwin, C. Albrecht, and H. Schwarz. "Deployment of eLearning in the Airline
Industry." Global Journal of Human Resource Management (2012).
Christensen Hughes, Julia, and Evelina Rog. "Talent management: A strategy for improving
employee recruitment, retention and engagement within hospitality
organizations." International Journal of Contemporary Hospitality Management 20.7
eTurboNews,. "Etihad Airways Sets Record Straight On Labor Policies And
Practices". Eturbonews.com. N.p., 2015. Web. 19 Dec. 2016.
Maceda, Cleofe. "UAE Companies Share Best Practices That Engage Employees". GulfNews.
N.p., 2015. Web. 18 Dec. 2016.
Strunksy, Steve. "U.S. Flight Attendant Unions Say Gulf Airlines Have Sexist And Anti-Gay
Employment Policies". NJ.com. N.p., 2015. Web. 19 Dec. 2016.