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Report on Managing Human Resource of Flyhigh

   

Added on  2020-01-28

11 Pages2536 Words92 Views
Managing Human Resource1

TABLE OF CONTENTSINTRODUCTION...........................................................................................................................3TASK 1............................................................................................................................................3a. The need for change on different HR issues and content designed to overcome anyresistance to change.....................................................................................................................3b. Job advertisement.....................................................................................................................5CONCLUSION................................................................................................................................8REFERENCES..............................................................................................................................102

INTRODUCTIONIn order to succeed in accomplishing the goals and objectives, it is constitutional for theadministration to manage their manpower within the enterprise (Ulrich, 2013). As, managinghuman resource is well-advised as a important function of establishment that include measuringthe demand as well as supply of manpower in the firm so that they can manage the adequatemanpower within the organization. In addition to this, in the modern situation continual changein the working class market as well as accelerative demand of proficient and competentworkforce has centred in managing the talented human resource within the organization. Thepresent report based on case scenario of Flyhigh small low cost airlines as the company facesvarious HS issues that overall impact their performance. TASK 1a. The need for change on different HR issues and content designed to overcome any resistanceto changeFrom the above case scenario of Flyhigh airline it has been assessed that low budgetairline is facing HR issues related with managing people that consequently results in enablinghigh employee turnover especially his senior management team (Gatewood, Feild and Barrick,2010). The decisions within the company is mainly taken by managing director MuhammadSaleem that owns around 51% of share. The company mainly concentrate on expanding theirbusiness plan as well as their operations that lead to underperformance of their staff andemployees. Therefore, the airline recruit new HR head that would support in addressing the keyissues and problem (Armstrong, 2014). Through hiring HR head they come to know aboutvarious HR issues related with improper workforce planning, engaging in tribunal cases due todiscrimination and irregularities within the recruitment and selection process, it has alsodetermine that airline company do not focus on formalized wage structure for their staffmembers, crew members that results in lowering their morale that further lead to high rate ofemployee turnover (Harzing and Pinnington, 2010). Furthermore, the company also have somedissatisfied staff that results in accusing that management also engage in the favouritism andbiasses activities as most of the top position within the airline is owned by their family member. 3

Therefore, through addressing the different HR issues newly HR head would focuses onperforming their job in the effective manner (Price, 2011). Thus, the HR head would also engagein preparing the memo for their internal staff and employees that results in presenting the need ofchange for the staff so that they can overcome HR issues. From the case study several HR issueshas been stated that is related with irregularities and discrimination practices within the airlinerecruitment and selection process. Another HR issues that Flyhigh airline faces is related withimproper workforce planning as the airline focuses on expansion plans they requires hugeworkforce so that they can meet the needs of different segment customers (Marvel, 2012). Theairline is also semi-unionised with the different aircrew that are members of UNITE as well aspilots that are described by BALPA. Therefore, improper workforce planning within the airlinelead to poor reputation of firm in managing their workforce. Moreover, the lastly identified HRissue that need to be amend by the newly appointed HR head within Flyhigh is related with wagestructure. The airline has no formalised wage patterns that results in lowering the morale of theiremployees and crew members of airline that further results in enabling high turnover rate amongthem (Ngo, Lau and Foley, 2008). These are the common HR issues that Flyhigh low budgetairline faces that results in enabling poor reputation within the aviation industry. Thus, in order to overcome all the HR issues and keep employees on their side it isessential for HR head to focus on required and need of change within their airline. Presentingneed for change will support the staff and employees to resist the change. In order to overcomethe HR issues related with the irregularities and discrimination practices within the recruitmentand selection procedure (Furtmueller, Wilderom and Tate, 2011). It is essential for the HR headto focus on different strategies as well as HR head would ensure proper monitoring of therecruitment and selection procedure so that management or team conducting the process may notengage in any kind of discriminatory and irregularities practices. In addition to this, HR headwould also implement certain legislation within their systems so that staff conductingrecruitment and selection must engage in the effective services as well as selection of competentpersonnel within the airline (Costen, 2012). For instance; Flyhigh airline must also implementEquality act as well as the Sex Discrimination act within their operations and activities so thatthey can easily avoid and overcome the irregularities and discriminatory practices from theprocedures. Equality Act was framed by the UK government that was enforced on 1st October4

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