Effective HR Practices for Business Performance

This article discusses the importance of effective HR practices in contributing to business performance and meeting goals. It explores various aspects such as recruitment, training, performance appraisal, compensation, and HR theories. The case study focuses on Emirates Airlines and its HR management.

Running head: BDM1384 HUMAN RESOURCE MANAGEMENT
BDM1384 HUMAN RESOURCE MANAGEMENT

BDM1384 HUMAN RESOURCE MANAGEMENT 2
Table of contents
Introduction......................................................................................................................................3
Briefly explaining about history, vision, goals of the business organization..................................3
Evaluating the organization’s HR practices from the following aspects:........................................4
Explaining how effective HR practices, eventually provide positive contributions towards
business performance and finally helping in meeting the business goals.....................................10
Conclusion.....................................................................................................................................12
References......................................................................................................................................14

BDM1384 HUMAN RESOURCE MANAGEMENT 3
Introduction
Human resources management is an integral part of management which a company
operates to ensure that the workforce of the company is able to provide optimum level of
operations in order to increase the operational effect of the firm. Human resources management
within a company deals with selection and recruitment of employees, training and development
of employees as well as the remuneration and payrolls which should be paid to the employees.
Hence human resource management deals within every human resources aspect to which the
company is associated with having of focus of bettering and increasing the efficiency of the
workforce. In this assessment there will be discussion over the Human resource process of
Emirates which is a Aviation company based in the Middle East. Every HRM aspect of the
company will be detailed through which importance and relevance of Human resources
management will be displayed.
Briefly explaining about history, vision, goals of the business organization
In the year 1985 a royal family of Dubai founded the Emirates Airlines. The first flight of
the Emirates Airlines carried the international passengers and it was from Dubai to Karachi. The
first flight of the Emirates was in October 1985. The first flying aircraft of Emirates airlines was
Boeing 727-200s. Later the Emirates became one of the world’s largest and fastest growing
airlines by the year 1990s. The reason for the growth of the company was the partnership
investments. The Emirates is the fourth largest airline in the world. The Emirates airlines in the
year 1998 paid the Sri Lankan government for stake in the Sri Lankan Airlines and got a 10 year
contract for managing the Sri Lankan. The Vision of the Emirates Airlines is to become one of
the leading iconic companies in the aviation industry (Lin, Ryan, Wise & Low 2018). Also the
Emirates want to set a benchmark in the airline industry for providing the best facility relating to
aviation and security related services. The company focuses on their security and staff
management system so that passengers or customers do not have to face any kind of problems.
The Mission of the company is to ensure the safety of the customers, staff of the company
regarding any illegitimate act or practices. The company focuses in providing best facility to
their customers and also to their staffs (Law & Breznik 2018). The company try to satisfy their
customers by providing facilities like comforts regarding foods and seating inside the plane as
well as discounts on the tickets. The Emirates airlines maintains excellence in terms of services

BDM1384 HUMAN RESOURCE MANAGEMENT 4
they provide. The company does not compromise with quality because they know that in order to
achieve their goal they have to maintain a standard always. The Company in terms of innovation
always stay ahead and keep upgrading itself with the new and advanced technology ystem. There
are challenges which the company face but with the help of their strong management system they
overcome with the problem. The Emirates Company knows and understands their customers’
demands very well. In order to fulfil the mission and vision of the company Emirates since a
very long time providing best and superior quality of service to their customers as well as their
staffs.
Evaluating the organization’s HR practices from the following aspects:
● Recruitment/Selection
Recruitment or selection procedure is one of the most significant task which the HRM performs
within there regime. The company require employees for carrying out their activities and in such
cases the company hands out advertisement for vacant job roles based on which applicants apply
the HRM of the company then decide the recruitment of the applicant and their respective
eligibility for the current job role. Recruitment and selection procedure within the Emirates are
focused on creation of effective service producing workforce which will be able to render high
quality service to the customers. The recruitment and selection process within the company is
based on individual skills, qualities and knowledge (Noe, Hollenbeck, Gerhart & Wright, 2017).
The company conducts three phase of recruitment process for the applicant applying for the
vacant job role. In the first phase there is a general discussion which is done on an common topic
in this the company aims at looking for the communication and general knowledge skills of the
applicant after which some are selected for the 2nd phase. In the 2nd phase of the interview
there is an panel interview which is taken by the management of the firm to check the knowledge
of the applicant in regards of the aviation industry. In this phase other aspects such as
communications skills, personality, behaviours and tolerance of applicant is analyzed through
various questions and observations. Some applicant are then shortlisted for the 3rd phase of
recruitment in the 3rd phase of recruitment there is analysis over the legal presence of the person
and other lawful checkups confirming that the person applying is not under any prosecution
under rule of law. All of the documentation process are then discussed with HR management and

BDM1384 HUMAN RESOURCE MANAGEMENT 5
their representative based on which the recruitment and selection of the applicant is done. In this
way the Emirate conducts its recruitment and selection process and recruit employees which are
best within their qualities skills and knowledge. In this way the company aims at increasing there
workforce efficiency to render best aviation services to their customers in the Airline Industry
(Cascio, 2015).
● Training & Career Development
Training and development is a important process which a firm conducts in order to train and
develop their employees to render best and optimum level of performance at workplace. It is
important for a company to train and develop their employees in an considerable way so that the
company is able increase their workforce efficiency (Bratton & Gold, 2017). Training and
development can be done of the new recruitments whereas development should be done of
existing employees to better the existing standard of workforce performance and to increase the
overall operational efficiency of the firm. Emirates is very much focused on the training and
development of new employees they feel that the company has to train and develop the new
recruits in such manner that there are able to set new standards of quality service which will
ultimately increase the firm operational efficiency (Langford, Fellows, Hancock & Gale, 2014).
The company conducts induction process in which the employees are introduced to the
operations of the firm and there is light training of roles and responsibility which are there within
the firm. After this there is training in relation to the health and safety measures which ensure
that the employees of the firm are able to conduct their respective operations by being safe and
secure. The training includes emergency reporting, emergency counter, first aid practices and
incident reporting. After this, there is training done of the employees which includes grooming,
presentations and hospitality which will be required by the firm in order to render high quality
service to the customers. There is off job training which is provided under the training period
and the employees are monitored and scrutinized based on which training are conducted. The
developmental training procedure exist for both new and existing employees in this the possible
area of development is identified by the HRM based on which there is developmental training
done for employees in this way the company ensures that there is continuous development which
is conducted within the company's operational activities (DeCenzo, Robbins & Verhulst, 2016).
Hence it can be said that by using this training and development procedure the company ensures

BDM1384 HUMAN RESOURCE MANAGEMENT 6
that the employees of the firm are properly trained and developed to derive high level of service
to the customers.
● Performance Appraisal
Performance appraisal is a process of evaluating and rewarding good performance which the
employee within an workforce performance. It can be seen that in any workforce there is a need
of motivation which the HRM of the company has to create to make sure that the level of the
performance is maintained and increased by the employees within the workforce. In this way
performance appraisal becomes an evident element of HRM process. Performance appraisal is
process of evaluating employee performance in relation to the company's performance. In simple
word monitoring and evaluating the performance of the employee within the firm is known to be
as performance appraisals. Emirates is a premium class airline which considers to have high
price rates for providing premium air travel experience hence the demand of the customer from
the firm is also to get high quality service. For this purpose the company has to maintain high
level of quality workforce (Chelladurai & Kerwin, 2018). Therefore the company has high level
of employee monitoring and securitizing system based on which the performance of the
employees is checked and evaluated on the continuous basis Shortcomings and performance
reviews are provided to the employees and the HRM on a continuous basis. Considering this the
performance of the employees is evaluated by the HRM for further developments. Working
standards and miles stones are kept for the employees to make sure that there are goals and
objective for every employee to fulfill these milestones and standard act as measurement to
determine the performance of the employees respectively. It is to be mentioned that the
employees also have the option to know there shortcomings and benefits based on which
development of the employee is performed. In this way the performance appraisal of the
workforce within the firm is conducted and this helps the firm in determining the performance of
the employees on an individual basis (Mello, 2014).
● Compensation and Rewards
Compensation and rewards are one of the most significant and effective procedure through
which HRm of company motivates and i have the performance of the employees within the
workforce. Compensation is an amount which is offered by the company to the employee for
providing the services needed by the company in order to conduct the operational activities. On
the other hand Rewards are extras which is provided to the employees for performing better at

BDM1384 HUMAN RESOURCE MANAGEMENT 7
workplace. Hence it can be said that rewards are addition to the overall compensation received
by the employee at the end of a particular period. Emirates is known for having hugh
compensation and payroll schemes for their employees which motivates the employee to meet
the demands of the company as well. The company is also known for providing good reward
schemes to the employees who are performing well. Hence it can be said that Emirates in order
to derive high end performance by the workforce offer high compensation and rewards which
helps the company and its HRM to keep the workforce motivated for effective and effectual
operational activities (Brewster & Hegewisch, 2017).
● Underpinning HR theories
Now there are various HR theories which can used by HRM of the company using this the
company will be able to ensure that there is effect HRM system which is established within the
company. Emirates has also used some major theories of HRM which has helped the firm in
developing an effective Human resources system:
1. Human Capital theory: Human capital theory is a HRM theory which was proposed in the
18th century the theory states the ability of human to derive economic value through
labor. It widely relates to the Human resources process of management workforce in such
a manner that it derive high and optimum level of economic value for the firm. Emirates
operations based on this model and theory which states a prominent relationship between
human resources and economic value. In accordance to this theory human capital is not
limited to labor but is also related to elements like innovation, behaviors and motivation.
Innovation is a common thread which can be seen if there is any development made by
the workforce of the company in the operational activities of the firm (Brewster, Chung
& Sparrow, 2016). In accordance to this theory Human Capital is not just effective in
increasing the economic value of the firm but is also responsible for sustaining such value
which will be needed by a company to conduct its future business operations. Emirates
uses this theory to create their own economic value through Human capital and to retire
the value and make sure that the value increases with time through effective development
within the Human resource of the firm (Wehrmeyer, 2017).
2. Resource based approach theory: Resource based approach theory of Human resources is
a theory which justifies the importance of human resources and relation of human
resources strategy to the overall human resource present within the firm (Storey, 2014). It

BDM1384 HUMAN RESOURCE MANAGEMENT 8
can be said that through the use of effective strategy the company will be to use its
optimum level of human resources. This theory propagates that an HRM should know
about the ways and strategies which the following can use to develop their Human
resources management and to ensure that the firm is able to use there human resources in
an evident manner (Jackson, Schuler & Jiang, 2014). Resources available to the firm is
the most important element which the following has to consider in order to make sure
that the Human resources plan is developed. Emirate using this theory plans and
development HRM process which helps the firm in creating effective measures which
will enhance its usage of Human resources within the operations of the firm (Purce,
2014).
Explaining how effective HR practices, eventually provide positive
contributions towards business performance and finally helping in meeting
the business goals
The Human Resource Management of the Emirates Company plays a very important role
in the overall development of the company. The Human Resource development is the one which
helps in formulating strategies regarding recruitment, training and motivating the employees.
The human resource development also helps the company to fulfil the goal and objectives of the
company. In the Emirates airline the Human Resource Development plays overall operation in
the company and also provides some other facilities to the company. The HR practices in
Emirates provide positive contribution to the company. Below some roles of the Human
Resource Management has been discussed which helps the Emirates to achieve its goal
(Brewster, Vernon, Sparrow, and Houldsworth, 2016).
i. Managing Compliance- Human Resource Development plays a very important
role in developing good relationship among the employees. The HRM department of the
Emirates Company knows the government laws which are made for labours, wages and
providing equal opportunities to the staffs. The HRM department provides guidance and
manage a strict compliance for the company so that the company does not have to face
any legal issues (DiMaggio & Stone 2017). The HRM department of the Emirates
company is aware of all the human resource laws and they incorporates those laws on the
company in a relevant way.

BDM1384 HUMAN RESOURCE MANAGEMENT 9
ii. Providing Training to the employees- When it comes to training and
development, the Human Resource Management again plays an important role. In the
Emirates Company the Human Resource Management provides sufficient training to their
airline employees like Cabin Crews, Pilots or Ground Staffs. The HRM department hires
professional and skilful staffs in order to provide appropriate training to the new
employees of the company (Cohen, 2017). The Human Resource Management does not
compromise with their quality and assurance. The HRM department also provides special
training to their employees for bringing out their innate potentialities. The Human
Resource Management of the Emirates helps in training process by making proper
training manuals, providing all the training needs, forming instructions and ensuring the
training objectives.
iii. Project Management- In the Emirates Company the Human Resource
management also look after their project managements. Sometimes important planning or
decisions are not made while conducting a project. The HRM department of the company
keeps that in mind that important plan has to be made for their projects. The Human
Resource Management of the Emirates Company helps to create a proper outline for their
any new projects and goals. The human resource management helps the company for
taking proper decisions regarding their project and services (Kerzner & Kerzner 2017). In
the project management the Human Resource Management also helps in assessing any
risk for the project.
iv. Quality and Cost Management- Cost management and Quality management is
one of the important factor in the Emirates Company. In the aviation company the cost of
the tickets keeps on fluctuating for which the company goes through loss and profit
frequently. The Human resource management of the company helps for taking a right
decision while the company is trying to invest on some resources. The HRM department
also take care of the quality management if the company (Ross, 2017). It is the human
resource management of the company which helps the company to formulate proper
plans in the company. Competition level is high in the aviation industry so in order to
hold a good market Emirates maintains quality in their services which is managed by the
Human Resource Management.

BDM1384 HUMAN RESOURCE MANAGEMENT 10
v. Employee Management and motivation- It can be said that the employees of the
company are someone who acts as strong pillars for the company. Maintaining a good
relationship among all the employees is very essential. The Human Resource
Management plays a very important role when it comes to employee management. The
HRM solves whenever there is a conflict in the company between the employees (Shields
et al. 2015 ). The Human Resource Management also helps the employees by motivating
them for their work and by arranging some employee motivation programmes like
debate, seminar or any other skill based activities.
Conclusion
Concluding in the light of above context it can be said that through the use of effective
HRM policies and approaches organization from any industry can conduct effective and effective
business operations. Following an effective HRM strategy helps an HRM to ensure that
workforce is able to deliver high work performance which will ensure that optimum level of
work deliverables are achieved. It can also be seen that HRM is a very important element of
business as it helps in various aspect of business operations such as managing human resources,
training human resources and remuneration of human resources. In this way it can be said that
HRM is a very important element of a company as it helps the organization in eventually
increasing its operational capabilities. Emirates through the help of effective HRM system are
able to render high quality service to their customers.

BDM1384 HUMAN RESOURCE MANAGEMENT 11
References
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource
management practice. Kogan Page Publishers.
Bratton, J., & Gold, J. (2017). Human resource management: theory and practice.
Palgrave.
Brewster, C., & Hegewisch, A. (Eds.). (2017). Policy and practice in european human
resource management: The Price Waterhouse Cranfield survey. Taylor & Francis.
Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource
management. Routledge.
Brewster, C., Vernon, G., Sparrow, P. & Houldsworth, E., (2016). International human
resource management. Kogan Page Publishers.
Cascio, W. F. (2015). Managing human resources. McGraw-Hill.
Chelladurai, P., & Kerwin, S. (2018). Human resource management in sport and
recreation. Human Kinetics.
Cohen, E. (2017). Employee training and development. In CSR for HR (pp. 153-162).
Routledge.
DeCenzo, D. A., Robbins, S. P., & Verhulst, S. L. (2016). Fundamentals of Human
Resource Management, Binder Ready Version. John Wiley & Sons.
DiMaggio, J. P., & Stone, E. N. (2017). U.S. Patent Application No. 15/330,967.
Jackson, S.E., Schuler, R.S. & Jiang, K., (2014). An aspirational framework for strategic
human resource management. The Academy of Management Annals, 8(1), pp.1-
56.
Kerzner, H., & Kerzner, H. R. (2017). Project management: a systems approach to
planning, scheduling, and controlling. John Wiley & Sons.
Langford, D., Fellows, R. F., Hancock, M. R., & Gale, A. W. (2014). Human resources
management in construction. Routledge.
Law, K. M., & Breznik, K. (2018). What do airline mission statements reveal about value
and strategy?. Journal of air transport management, 70, 36-44.

BDM1384 HUMAN RESOURCE MANAGEMENT 12
Lin, Y. H., Ryan, C., Wise, N., & Low, L. W. (2018). A content analysis of airline
mission statements: Changing trends and contemporary components. Tourism
management perspectives, 28, 156-165.
Mello, J. A. (2014). Strategic human resource management. Nelson Education.
Noe, R. A., Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017). Human resource
management: Gaining a competitive advantage. New York, NY: McGraw-Hill
Education.
Purce, J., (2014). The impact of corporate strategy on human resource management. New
Perspectives on Human Resource Management (Routledge Revivals), 67.
Ross, J. E. (2017). Total quality management: Text, cases, and readings. Routledge.
Shields, J., Brown, M., Kaine, S., Dolle-Samuel, C., North-Samardzic, A., McLean, P., ...
& Plimmer, G. (2015). Managing employee performance & reward: Concepts,
practices, strategies. Cambridge University Press.
Storey, J. (2014). New Perspectives on Human Resource Management (Routledge
Revivals). Routledge.
Wehrmeyer, W. (2017). Greening people: Human resources and environmental
management. Routledge.