SilverTails HR Plan: Downsizing Techniques and Recruitment Plan

Running head: SILVERTAILS HR PLAN
SILVERTAILS HR PLAN
Name of the Student
Name of the University
Author Note

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Executive Summary
The given report throws light on the change and Human resource Plan of the Airline
Company as chosen named Silver Tail. The airlines company underwent a change and
revived it brand image. Hence, for this reason, it wants to change its older employees but
downsizing them would lead to legal and ethical problems. Hence, the different managers
decided to employ various downsizing and this report highlights the different techniques as
applied and their impact on the organization. The latter half of the report presents a
recruitment plan which would help the organization to achieve long term success with respect
to the employees.

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Table of Contents
Introduction................................................................................................................................3
Analysis of the problem and impact...........................................................................................3
The implications.....................................................................................................................4
Evaluating downsizing techniques and implications.................................................................5
Impacts...................................................................................................................................7
Appreciative inquiry and Recommendations.............................................................................7
Recommendations................................................................................................................10
HR Plan including Lewin Change model.................................................................................11
The Lewin Change Model application to Silver Tails.........................................................20
Timeline: Gantt chart...............................................................................................................21
Conclusion................................................................................................................................22
References................................................................................................................................23

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Introduction
The Human Resource department is considered to be an effective part of the
organization and it is the duty of the department to ensure that the organization and the
human resource department work as strategic partners in order to achieve a competitive edge
for the long term of the organization (Noe et al. 2006). Very often the organization needs to
undergo a considerable change policy, following which the company needs to ensure that it
has adequate resources and the employees are able to abide by the change and adjust
considerably. However any organization who is planning to undergo change needs to ensure
that the employee resistant is dealt with comfortably and the organization is well prepared to
make the change work out well for it.
The problem lies wherein the older and more experienced employees in an
organization tend to show resistance to change. These employees have been associated with
the organization for a long period of time and for this reason they believe that they need to be
given utmost preference and the different operations need to take place accordingly.
However, this can always not be the case and there may arise various situations where the
business style needs to be changed and this can go a long way in helping the company but the
employees may not go well with the image of the new style and hence, it can cause issues.
The report will be discussing one such issue related to the Human Resource Aspect of
the organization Silver Tail which in order to ensure the continuity of the business changed
its image and now is facing difficulties due to the employees who are unable to match with
the image formed. Hence, as the organization plans to downsize the different employees,
instead of being direct and to avoid consequences, the company aims to adopt indirect
techniques. The problem being faced shall be analysed critically followed by the analysis of
this impact on the organization (Teh and Girardi 2015). This shall be followed by the
evaluation of the downsizing techniques and their implications on the organization. The latter
part of the report will be conducting an appreciative inquiry and provide recommendations
based on the same. An HR plan will also be presented to analyse the impacts and for the
evaluation of strategies further.
Analysis of the problem and impact
Till 1990, the government of Singapore had been following a two airline policy and
had considerable control over the different airline terminals and ensured that the arrangement

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between the airlines was fine. However later on the business dynamics changed considerably
and the governmental bodies decided to deregulate the given airline segment and involve
competition from the private players as well. In order to abide by the given change which was
being made, the company Silver tail Airlines decided to improve its image because the
company`s share prices fell immediately and the different changes needed to be made. Hence,
the company changed the dynamics and brought in a new board of directors who worked
effectively for the welfare of the organization (Alfes et al. 2013). The new board comprised
of advertisers, marketers, accountants and various experts who were brought down from
United States of America who were under the leadership of an open minded CEO. Lean
became the new mantra and a flat structure of the organization was adopted in place which
helps to remove the middle management and maintenance could be outsourced easily.
This helped in bringing about a new image of the airlines company and for this
reason, the Silver tail airline emerged with a new image and it promote itself as being
innovative and young. This worked well with the different customers who wanted to
experience the new services which were being provided by the organization to the different
customers and hence, the sales increased considerably (Marler and Fisher 2013). However,
there was a certain tint missing and although the different offers being made by the
organization were redundant in nature, the public face of the airlines which was the cabin
crew along with the ground crew, were not as per the image. This is because the employees
were very aged as compared to the image of the airlines.
The primary issue arising in the given scenario was that the target market as being
targeted by the organization was the younger crowd and due to this, they would not be able to
connect with the older crew which could be stated to be old enough to be their mother. For
this reason, the sales of the company might be affected and the company now wanted to
overcome the given problem by downsizing these older employees.
However, downsizing these older employees was not feasible, because the company
would be faced by various legal issues when it would be doing so and secondly it was the
moral responsibility of the business to serve these employees. Hence, the company is
planning to make the situation difficult for them which would then enable the different
employees to leave the organization themselves (Bratton and Gold 2017). The case study
further discussed the different downsizing techniques which can be used by the company.
The implications

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Poor image- If the brand image which the company wants to prepare for the different
members does not match with the employees, then it portrays a wrong image of the firm. It
reflects that the promises as made by the company made are fake in nature whereby the
company does not want to incorporate the strategy in reality.
Inefficient working- The older employees may not be able to work efficiently with limited
funds and resources. The work in airlines is quite difficult and hence, due to this reason, the
employees which are older cannot work efficiently due to the cost cutting and other
techniques.
Higher pays- The employees working since a long period of time will be required to be paid a
higher salary than that as compared to the new ones which will then act as a barrier for the
efficient functioning of the company (Briscoe, Tarique and Schuler 2012).
Not willing to work- The older employees have not been very enthusiastic about the new
business model and will not be willing to work in case a proper step is not taken seriously.
Evaluating downsizing techniques and implications
In order to ensure that the older crowd present in the chosen organization does not
work anymore and willingly opt to retire from the given position, the company directors were
reviewing a certain number of downsizing techniques which if applied in the organization
would compel the different members in the company to leave the job on their own without
any direct notification (Brewster, Chung and Sparrow 2016). Hence, given below are certain
downsizing techniques which were being discussed by the members and can be applied in the
firm along with additional technique. The implications of each of these strategies shall be
stated and discusses along.
1. Reducing the number of cabin crew hours
One of the most popular techniques of downsizing is reducing the number of Cabin
crew as present in the present airlines. This means that for instance if there were 10
crew members as present in every airline flight, the company would reduce it down to
5 which would then increase the work burden on the existing members and they
would automatically choose to leave the organization (Kshetri 2017).
2. Assigning ground duty to others
Apart from downsizing the members from the cabin crew the rest of the members can
also be sent to abide by the duties of the ground staff. The areas differ in nature and