MBA ASSIGNMENT Strategic Leadership and Human Resource Practices in Organizations Named of the University Author Name: The Assignment Task

Running head: MBA ASSIGNMENT
Strategic Leadership and Human Resource Practices in Organizations
Name of the Student
Name of the University
Author Note:

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MBA ASSIGNMENT
Table of Contents
Assignment Task 1..........................................................................................................................3
Introduction..................................................................................................................................3
Background of the organization...................................................................................................3
HR policies and Procedures.........................................................................................................3
Strategic Objectives of the organization......................................................................................3
Brief Opinion...............................................................................................................................4
Recruitment and Selection Process and Strategic Recruitment Process Achievement...............4
Workforce Demand and Supply Forecast for a new location......................................................5
Assignment Task 2..........................................................................................................................6
Assignment Task 3........................................................................................................................14
References......................................................................................................................................24

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Assignment Task 1
Introduction
The following assignment is based on the study of the HR objectives and the strategic
goals of Etihad Airways. The report has provided detailed background of the organization and
the way by which it ensures the strategic objectives.
Background of the organization
Etihad Airways is the second largest airline company of the UAE and has its operational
centre in Dubai International Airport. With a fleet size of 113 airlines (+3 order as per plan), the
company flies to over 75 destinations worldwide. The company with a huge workforce of nearly
25,000 employees has annual revenue of around US$6.1billion. Apart from providing core
passenger services, the company is also involved in providing Etihad Holiday services and
Etihad Cargo services.
HR policies and Procedures
The Human resource department of the organization plays a crucial role in the success of
the organization and to ensure its sustainability in the market (Holloway 2017). The company
always looks out for the people who can truly inspire the customers and are quite passionate
about the delivery of the best practices. The 3M workplace is believed to be the best place for the
organization here the employees especially the ones with an innovative mind are best suited.
Strategic Objectives of the organization
The strategic objective of the Etihad Airlines is to deal with international transportation
of passengers and cargo to different global destinations of the world. Apart from this the

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organization also adds tremendous value to the products and services that they offer. Currently
the largest competitor of the business organization is namely Emirates and Gulf Air which have
been dominating a portion of the West Asian aviation market.
Brief Opinion
The mission of the company is to achieve the highest possible growth in business and be
the best Airline in the World, connecting the globe via Abu Dhabi. The airline seeks to provide
its customers the warmth and pleasure of Arabian hospitality and make their travel a memorable
experience. The fierce competition and the struggle to overtake each other in West Asian market
is one of the most important element in the business. The huge market as well as the risks in
investing a huge amount in the market has been one of the most problematic for the organization
in recent times. Therefore a change management procedure can help improve the performance of
the business accordingly.
Recruitment and Selection Process and Strategic Recruitment Process Achievement
The recruitment and selection process of the organization can also be termed under the
HR policies and procedures of the business organization. The recruitment process of the
company is as follows;
Step 1:
Submission of the applications by fulfilling the entire criterion
Step 2:
Scrutiny of the applications against the qualification criterion and the selection of the best and
rejection of the other applications.

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Step 3:
The time if they are successful one would be called for the final assessment day. The interviews
and the final observations can be achieved at the same day.
The recruitment process is thus one of the most critical terms as the organization has to
be on its toes in order to ensure the success of the business accordingly. The recruitment process
has to also be in line with the strategic management process that can be useful for the success of
the business.
Workforce Demand and Supply Forecast for a new location
The workplace demand and supply forecast model has to be implemented during the
establishment of its new hub in Bahrain International Airport (Yilmaz and Flouris 2017). The
new hub at Bahrain International Airport is being established in order to challenge Gulf Air and
other competitors like Emirates in this sector of West Asia. The demand and supply forecasting
model has been the key to establish the new location. There has been a rising demand of
customers from this sector to Europe and other North American countries (Nankervis et al.
2016). The company is in plans of establishment of the new hub in order to capture the market
share of this attractive sector and ensure growth in revenue.

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Assignment Task 2
1. Explain the purpose and functions of HRM with specific reference to Human
Resource Management Practices at 3M. Explain and assess how these functions
assist 3M in their HR planning and resourcing, to eventually help them achieve
their core organizational objectives.
According to, Dickmann and Piacentini (2017) Human Resource Management of an
organization can be termed as a strategic and coherent approach to the management of an
organization’s most valuable assets. The most valuable assets are considered to be the people
who work for the company. The employees of the company individually and collectively
contribute to the achievement of the different types of the business objectives. The management
of the human resources is based on the efficient utilization of the employees of the organization
for the achievement of two main goals within the business enterprise (Sparrow and Otaye-Ebede
2017). The first goal of the company is to effectively make use of the different kind of talents
and the abilities of the employees to achieve the operational objectives that can be termed as the
ultimate aim of the business organization. The main purpose and task of the human resource
management is to ensure the satisfaction of the individual employee while they work for the
company and are also happy for the benefits that he receives (Crawshaw Budhwar and Davis
2017). There are certain instances when the aims of the company clashes directly with the desires
of the employees. Such cases requires special attention as because there can be cases when the
management is unable to come up with proper and effective solutions that can be helpful for both
the parties. In such crisis period the Human Resource Management is faced with the task of