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Revisiting Qantas' Training and Communication Model

   

Added on  2019-10-18

12 Pages2889 Words585 ViewsType: 585
Leadership Management
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QANTAS HRM-CASESTUDY[Document subtitle]NameSubmitted toDate[DATE][COMPANY NAME][Company address]
Revisiting Qantas' Training and Communication Model_1

Table of Contents1.Introduction..............................................................................................................................22.Discussions..............................................................................................................................32.1 Current HR Challenges in Qantas..........................................................................................32.1.1 Job Analysis and Design.................................................................................................42.1.2 Change Management......................................................................................................52.1.3 Performance Management..............................................................................................62.2 Addressing These Challenges................................................................................................62.2.1 Job Analysis and Design- Training And Communication Model..................................62.2.2 Change Management- Engage the Stakeholders............................................................72.2.3 Performance Management- Reward Practice And Feedback Mechanism.....................83.Conclusion....................................................................................................................................94.References..............................................................................................................................101
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1.IntroductionQantas Airways is Australia’s largest airlines. The Qantas Airways Group has been seen to have an extensive commercial and ownership links having a high number of regional carriers. It has analliance arrangements and code-sharing along with international carriers via the One World Alliance. Qantas is the second largest among the all the five airline alliances which are the groupings of all the allied airlines underpinning the globalization of the airline industry.The ‘airlines’ was found in November 1920 and began as international passenger flights in 1935.The name for the airlines comes from "QANTAS," an abbreviationfor its original name, "QueenslandandNorthern TerritoryAerial Services," and has been nicknamed as "The Flying Kangaroo." Qantas Airlines is also a founding member of theOneworldairline alliance. (Qantas,2016) A very strong international equity link is present between the British Airways and Qantas. Additionally, Fiji' Air Pacific has it's 46.2 percent interest with Qantas. A nationwide, full-service scheduled air services are only being provided by the Qantas Airways. Since the collapse of Ansett group, the domestic share of Qantas has reached approximately 70 percent of the travelmarket from a mere 55 percent. It has a human resource management operating in the four major areas of the company, namely, business segments, shared services, corporate, development, and learning. Despite the roles being entrusted on HRM by the organization, grave cases of accidents2
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as well as strikes from the dissatisfied workers allegedly for getting meager salaries. Issues similar to these present an HRM gap in the responsibilities being delivered successfully.The reports present insights to the challenges being faced by the HR Planning at the Qantas discussing the HR functions that must be addressed so as to face these challenges. The volatility of the company is being affected by a large number of variable which has been discussed in the study. The paper begins with a discussion of the various challenges and then the step towards addressing the issues have been discussed in the paper.2.Discussions2.1 Current HR Challenges in Qantas The Qantas Airways has a solid history in the business years related with transportation of passengers and mails. With an expansion of operations in 65 domestic and 27 international destinations, it serves around 30,000 employees. It has a human resource management operating in the four major areas of the company, namely, business segments, shared services, corporate, development, and learning. The HRM in the corporate level is seen to be highly responsible for remuneration and benefits, the international and industrial relations of the airlines along with its competitors as well as management. The HR teams are also responsible for collaboration with the various other business segments for ensuring successful delivering of the strategies helping the organization to gain competitive advantage. (Emerging Issues in Human Resource Management)The major responsibility of the organization lies with the human resource. The major work areas and responsibility include supporting remuneration, managing the compensation of the employees, managing workers records, and recruitment processes along with coming up with the3
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