Managing Human Factors in Aviation Industry

The assignment content discusses the importance of managing errors with humans within the airline industry, using Qantas as an example. It emphasizes the need for organizations to understand human factors and provide necessary training to support behavior. The article also highlights the importance of HR planning and employee contribution in solving problems and adapting to changing environments.

Running head: PART 3 OF ASSIGNMENT
PART 3 OF ASSIGNMENT
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PART 3 OF ASSIGNMENT
Part 3 of Assignment
According to Organization for Internal Civil Aviation, managing the errors with humans within
airline industry needs great attention. The aviation company of Australia, Qantas has maintained
the environment of safest operations but they still lack serious incidents of safety which can
hinder the performance of Qantas and improve strategies. Qantas is re-approaching its decision
of assessing the human factors in the organizations by identifying the main competencies of
operating experts, developing a broad understanding of issues related to performance of human,
integrating the principles of human factor into existing safety systems and existing business, and
lastly by enhancing the operational and business results through initiatives of human factors
(Callanan et al., 2006). When some strategic decisions are taken on behalf of the organization,
like it was taken by Alan Joyce to improve and restructure the efficiency of operations of Qantas,
some kind of criticism is expected from various shareholders, customers and employee unions.
Therefore, it is very important to develop and assess the expected behaviors of employees and
also necessary training for human related factors needs to be provided to support the behavior.
Every department needs to understand the required changes in the organization because of the
dynamic environment’s impact and therefore they must respond according to the requirement
and cooperate with other departments of organization. The decisions taken by Alan Joyce
involved cuts to loss making units which might led to many employees being laid off from the
organization. Thus a proper HR planning system needs to be incorporated in the organization to
ensure recruiting right person at the right place. Reviewing methods for issues related to
workplace were directed to deal with customer relationship matters such as handling of baggage,
meals in-flight, and seat provision in Qantas Airlines. It was a deliberate approach for developing
employee contribution to solve problem and skilling managers simultaneously so that they’ve got

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the abilities to make the most of the new environment faced by Qantas (McDonald, et al., 2001).
Associations with people, focus over quality provision, response on performance and on-the-job
progress were held up as controlling principles around which the usual range of HR functions
were to be promoted. The novel management brought an interpretation that staff are the finest
people to consult when it comes to refining quality and rearrangement of the business. The
altering prominences of the various executives handling employee management in Qantas saw
this more or less dominant to a broader strategy of culture change within the company.

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REFERENCES:
Callanan, G.A., Benzing, C.D. and Perri, D.F., 2006. Choice of conflict-handling strategy: A
matter of context. The Journal of Psychology, 140(3), pp.269-288.
McDonald, J. and Millett, B., 2001. A case study of the role of collective bargaining in corporate
change-Qantas Airways Limited. Business research paper series, pp.1-21.