Human Resource Information System in Qantas

This report discusses the importance of Human Resource Information System (HRIS) in Qantas. It covers the recruitment and industrial relation issues faced by Qantas and provides recommendations to overcome them. The report also provides a brief background of Qantas along with detail parameters.

Running head: HUMAN RESOURCE INFORMATION SYSTEM
HUMAN RESOURCE INFORMATION SYSTEM
Name of the Student
Name of the University
Author Note:

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Table of Contents
Introduction..........................................................................................................................3
Discussion............................................................................................................................4
HRIS (Human Resource Information System) in QANTAS...........................................4
Recruitment..................................................................................................................4
Industrial Relation.......................................................................................................5
Issues with HRIS and Recommendation.........................................................................6
Conclusion...........................................................................................................................7
References............................................................................................................................8

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Introduction
Human Resource Management System (HRMS) is a well-known type of information
system which is used for managing the data of the organization in a computerized way with the
help of an automated process (Armstrong & Taylor, 2014). It can be stated as the combination of
both hardware and software resources which is used for hosting and providing a business logic.
The ultimate goal of the human resource department to implement skills, abilities and lastly
accomplishment. The repetitive and time-consuming method task are associated with human
resource management which aims in removing the valuable data of employees. An HRMS is
deployed on the level of application level which aims to provide in-house and remote access to
employees. HRMS aims in integrating with various HR-specific process and features which aims
to the employee to easily integrate with the HR-specific business process. It comes with the
feature to perform a routine operation like managing employee records, payroll management and
lastly evaluation of performance (Brewster, Chung & Sparrow, 2016). In the year 1920, the
Queensland outback was founded by people. Qantas has improved to be the Australian largest
international airline and domestic. It has been registered as the Queensland and Northern
Territory Aerial Service Limited. It is recognized as the world leading organization and is the
strongest brand in Australia. The organization is marked for excellence, engineering and
maintenance and lastly customer service.
In the coming pages of the report, an idea has been provided regarding the Human
Resource Management System (HRMS). The importance of HRMS in Quanta’s has been
discussed in details. After various issues with current HRIS in Quanta’s has been discussed in
details. A list of recommendation has been provided with respect to the encountered issues.
Qantas group main work is to provide transport to customers by making use of two

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complementary brands that is Qantas and Jetstar. This airline industry tends to operate in various
regional, domestic and international domains.
Discussion
HRIS (Human Resource Information System) in QANTAS
Recruitment
Recruitment and Analysis of Job are considered to be the cornerstone of the Qantas
HRM. Flight engineers are considered to be an important aspect of Qantas Airline. Recruitment
can be stated as the center of human resource activities which helps in attaining the proper
function of the various organization (Albrecht et al., 2015). Under Job analysis, HRM is planning
responsibly for a large number of things like planning, recruitment, selection, and induction of
workers. The whole process is supported by a large number of things like personal selection,
evaluation of job along with appraisal. The whole method of job analysis aims to provide support
to the organizational strategy which helps in providing support to market competition and the
crisis of talent. As per the human resource theory, Strategic HRM aims to establish a connection
with HR functional and organizational goals (Jackson, Schuler & Jiang, 2014). Qantas airline
HRM is all about having a proper job analysis regarding the requirements of various workers.
HRM checks some of the things which help in reducing the behavior of the organization.

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Fig 1: Human Resource Management System
(Source: Armstrong & Taylor, 2014)
Industrial Relation
HRM of Qantas aims to implement different management principles which can be helpful
to organization external and internal influences. HRM of Qantas focuses on reducing cost along
with minimizing labor cost which helps in improving productivity. Along with this, it aims at
introducing some flexible structure by motivating workforces (Stone et al., 2015). Reducing
labor cost in Qantas Airways requires strict measures from different wages and salaries which is
done the elimination of costly practices. HRM of Qantas airline focuses on a certain number of
changes so that they can easily cope with external and internal factors. Different factors have led
to change management as they need to have much more profit in the given organization. The fact
should be taken into consideration that this organization was under the ownership of government.

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It ultimately relates to the fact that the whole airline industry tends to maintain proper structure
and strict procedure along with rules.
Issues with HRIS and Recommendation
The two major issues encountered by HRM is all about ensuring proper recruitment
process and industrial relation. Qantas airlines focused on the various kinds of challenges in the
given areas. HRM in recruitment process aims at reducing cost like labor cost which helps in
increasing productivity, ensuring the salary of modern workers and providing flexible structure.
Unsolved salary issues have created a large number issues in the employees (Paillé et al., 2014).
Flight engineer has been protesting over the salary issues and union workers have continued to
pay the given inequality. In the 2012 survey, various workers of this organization focused on
dissatisfaction with the management of the organization. Staff challenges have been
encountering a large number of issues with HRM. At the time of recruitment, HRM focus on a
large number of mistake for the right candidate for the given job (Brewster et al., 2016). Despite
a large number of training programs, HRM emphasizes in proper job design and analysis.

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Fig 2: Qantas Airways
(Source: Brewster et al., 2016)
Due to recent issues, the organization has suffered in terms of finance. HRM should
emphasize on reinvest in various training and communication model and a large number of
changes associated with it (Wiegmann & Shappell, 2017). With the help of effective training
modeling, there is a certain number of the workshop which can easily provide grievance and
come with a proper solution to the given problem. Apart from this, with the help of effective
communication will help in providing the right training, innovation, and safety of employees.
HRM should come with a transparent strategy. It merely focusses on the fact that the operational
and strategic data of the organization should be communicated well enough to various workers.

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Conclusion
From the above discussion, it can be easily concluded that this report is all about HRMS
in Qantas. A proper discussion has been provided regarding HRIS and its importance in Qantas.
Two HR function that is recruitment and industrial analysis have been discussed in details. A
brief background of Qantas along with detail parameters has been provided. An idea has been
provided regarding the importance of HRIS in the given organization. In the discussion section
of the report, an idea has been provided regarding the current HRIS in Qantas. After that various
issues in current technology along with recommendation has been provided.

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References
Albrecht, S. L., Bakker, A. B., Gruman, J. A., Macey, W. H., & Saks, A. M. (2015). Employee
engagement, human resource management practices and competitive advantage: An
integrated approach. Journal of Organizational Effectiveness: People and
Performance, 2(1), 7-35.
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brewster, C., Chung, C., & Sparrow, P. (2016). Globalizing human resource management.
Routledge.
Brewster, C., Houldsworth, E., Sparrow, P., & Vernon, G. (2016). International human resource
management. Kogan Page Publishers.
Jackson, S. E., Schuler, R. S., & Jiang, K. (2014). An aspirational framework for strategic human
resource management. The Academy of Management Annals, 8(1), 1-56.
Paillé, P., Chen, Y., Boiral, O., & Jin, J. (2014). The impact of human resource management on
environmental performance: An employee-level study. Journal of Business
Ethics, 121(3), 451-466.
Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of
technology on the future of human resource management. Human Resource Management
Review, 25(2), 216-231.
Wiegmann, D. A., & Shappell, S. A. (2017). A human error approach to aviation accident
analysis: The human factors analysis and classification system. Routledge.