Strategic Human Resource And Management

Running head: STRATEGIC HUMAN RESOURCE MANAGEMENT
Strategic Human Resource Management
Name of the Student
Name of the University
Author Note

STRATEGIC HUMAN RESOURCE MANAGEMENT1
Table of Contents
Introduction:...............................................................................................................................2
Overview of the company:.........................................................................................................3
Talent Selection:.........................................................................................................................4
Employee Performance and Appraisal Management:................................................................7
Training and Coaching:..............................................................................................................8
Employee Compensation:........................................................................................................10
Learning and Development of employees for future success:.................................................10
Conclusion:..............................................................................................................................11
References:...............................................................................................................................12

STRATEGIC HUMAN RESOURCE MANAGEMENT2
Introduction:
The concept of the human resource management is observed to be pretty significant
for the companies that are operating in the today’s world of business. As per the comments of
Noe et al. (2015), the human resource management plays a crucial role for the companies in
efficiently managing their business and operational activities. According to Bratton and Gold
(2017), there are several business entities operating in various business industries which are
exposed to severe business competition. As per the comments of DeCenzo, Robbins and
Verhulst (2016), the ability of the companies in tackling the intensity of the business is
primarily reliant on their ability in delivering the desired quality in their products and
services. Other than this, Bratton and Gold (2017), claimed that the companies have the
necessity to retain their customers for ensuring the sustainability of their business. As the
capability of the companies in retaining the customers is dependent on the ability of
delivering increasing quality in their services, it becomes important for the companies to
prepare their workforces in a perfect manner for the delivery of the desired quality.
According to the comments of Noe et al. (2015), the success of the business organizations in
enhancing the quality of their services is reliant on their ability of managing the skill
improvement of their employees. In addition to this, DeCenzo, Robbins and Verhulst (2016),
stated that the selection of the talented employees who have the capability to deliver the
desired quality is also an important success factor for the companies in preparing their
organizations fir the much required management of the sustainability.
Apart from that, the business organizations have the necessity to ensure that the
employment relations are managed in a professional manner to ensure that the employees are
motivated and well supported for the delivery of the desired quality in their performances.
Hence, the importance of the human resource activities on the performances of the modern

STRATEGIC HUMAN RESOURCE MANAGEMENT3
business organizations is pretty prominent. The study primarily discusses regarding the
business actions of one of the largest flag carrier of Australia named as Qantas Airways. The
study provides a detailed overview of the business actions that the company is conducting.
Along with that, the study evaluates the activities of the company in relation to the human
resource management with a detailed emphasis on the talent selection, management of the
employee performances, training and coaching the employees, establishing pay structure and
compensation for the employees along with the management of the learning and development
of the employees for the desired success in future.
Overview of the company:
Qantas Airways is recognized as the largest airline operating in the Australian region
on the basis of fleet size and is one of the top most flag carrier operating in the region. The
organization was established in the year 1920 and it started its operations in the year 1921
(Qantas.com. 2020). The organization is currently having three different primary hubs which
includes Brisbane, Melbourne and Sydney Airport (Qantas.com. 2020). Apart from this, the
secondary hubs of the organization includes Adelaide and Perth Airport. Oneworld is one of
the important alliance partner of the organization (Oneworld.com. 2020). In addition to this,
the business actions of the company is observed to be divided into various subsidiaries which
includes QantasLink, Jetstar Airways, Qantas Freight, Qantas Holidays, Express Ground
Handling, Qantas Ground Services, Q Catering and Snap Fresh (Qantas.com. 2020). The
organization is observed to operate in 85 different destinations and is currently headquartered
in Mascot, Sydney. With a detailed focus towards the leadership team of the company, the
presence of several experienced leaders is pretty prominent. The board of directors of the
company includes Richard Goyder AO, the Chairman and Independent Non-Executive
Director, Alan Joyce AC, the Chief Executive Officer, Maxine Brenner, Jacqueline Hey,
Belinda Hutchinson AM, Michael L'Estrange AO, Paul Rayner, Todd Sampson, Antony