Strategic Human Resource Management for Emirates Airlines

Running head: STRATEGIC HUMAN RESOURCE MANAGEMENT
Strategic human resource management
Name of the student
Name of the university
Author note

1STRATEGIC HUMAN RESOURCE MANAGEMENT
Table of Contents
Assessment task 1............................................................................................................................2
Introduction of strategic human resource management...................................................................2
Introduction of Emirates..................................................................................................................3
Elements of strategic human resource management process...........................................................4
Evaluation of the contribution of SHRM in the organization..........................................................7
Assessment task: 2...........................................................................................................................8
Intensity of competition..............................................................................................................10
Developing a Human resource plan...............................................................................................12
Critical evaluation of the human resource plan.............................................................................13
Purpose of the human resource management................................................................................13
Impact of the regulatory requirements...........................................................................................14
Impact of the organizational culture..............................................................................................14
Steps to improve effectiveness of the human resource management............................................15
Assessment: 3................................................................................................................................16
Impact of organizational structure on the human resource management of Syngenta..................16
Monitoring of the human resource management...........................................................................17
Reference.......................................................................................................................................19

2STRATEGIC HUMAN RESOURCE MANAGEMENT

3STRATEGIC HUMAN RESOURCE MANAGEMENT
Assessment task 1
Introduction of strategic human resource management
In the current business state of affairs, managing the human resources is one of the key
factors to be considered. This is due to the reason that current business environment is much
globalized in nature with diverse determining factors are relevant. Moreover, due to the
emergence of the globalization, workforce in the contemporary business entities is diverse with
employees coming from different social and cultural backgrounds. In this case, the role of
strategic human resource management is very much important. With the help of the strategic
human resource management process, each of the employees can be utilized according to the
organizational objectives and enhancement of the employee productivity and satisfaction (Noe et
al. 2017). However, on the other hand, it should be noted that there are different factors should
be considered in designing the human resource management plan. Steps such as recruitment,
selection, and retention and employee management should be properly designed and
implemented in order to have the maximum utility from the side of the workplace management.
With the help of the strategic human resource management, the organizational objectives can be
fulfilled in the best possible manner (Jackson, Schuler and Jiang 2014).
Strategic human resource management is important for the business organizations
because it helps in better coordinating between the different elements of the human resource plan
and gains the maximum return from the market. It also helps in aligning the internal
competencies of the firm with that of the external threat and opportunities. Thus, the human
resource process for the organization will get enhanced and will meet the external challenges.
The more effective will be the approach of the strategic human resource management, the more

4STRATEGIC HUMAN RESOURCE MANAGEMENT
will be the efficiency of the internal management (Kramar 2014). For example, Emirates Airline
is operating in different market situations and thus their human resource management process
should be according to that. The current process and practices in relation to the employee
management of Emirates are effective in meeting their external challenges. They are maintaining
local employees in different regions to meet the different taste and preference pattern of the
customers in different regions.
Introduction of Emirates
In the GCC region, Emirates are the leading airline among the top three with other two
being the Ethihad and Qatar airways. However, it is reported that Emirates airline is the largest
airline from the Middle Eastern region. As of now, they are of operating more than 3500 flights
across the world and to more than 80 countries. This denotes the extensive business operations
them and also denotes their global presence. In view to their global presence, it is identified that
workforce of Emirates is also diverse and from different regions across the world. The mission
statement of Emirates states about providing the services of highest quality standards to the
customers and create the maximum value for all the involved stakeholders. This refers to the fact
that the mission statement of Emirates airline is holistic in nature and involved all the
stakeholders in the business (Marler and Fisher 2013). In addition, the customer orientation of
their business is also identified from this mission statement. On the other hand, according to the
vision statement of Emirates airline, they aim to be the largest airliner in the world in terms of
both operating areas and passenger traffic. Currently, they are considered as the fourth largest
airliner in the world. However, with the global operation and diverse workforce, it is important
for them to evaluate and review their approach of strategic human resource management. In
terms of the human resource management process, it is identified that Emirates are following

5STRATEGIC HUMAN RESOURCE MANAGEMENT
certain steps and standards (Taylor, Doherty and McGraw 2015). This is mainly due to the
reason that uniformity is maintained across their global employee management process.
Centralized management is followed in their workplace process, which also involves the human
resource management. Each of the steps and process of the human resources management
followed by Emirates airline is in centralized manner and adapted according to different external
factors in different regions of their operation.
Elements of strategic human resource management process
There are different elements of strategic human resource management that are being
followed by Emirates Airlines in their business. The first step is recruitment, where the new
employees are selected and on boarded in the organization. It is identified that geocentric staffing
process is being followed by Emirates airline in terms of their recruitment process. This helps in
selecting the new employees from both host and home countries. Thus, the diversity of the
workforce is getting maintained for Emirates (Sikora and Ferris 2014). Initiation of the
geocentric staffing is also ensuring the fact that each of the areas of operation of them is having
more market responsiveness as well as service standardization. In terms of strategic human
resource management, it is identified that Emirates airline is following similar standards of
recruitment across their global operations. This is ensuring that all the employees of them from
different locations and social backgrounds are having same level of skills and expertise
(Lengnick-Hall, Lengnick-Hall and Rigsbee 2013).
The employee retention process of Emirate airline is also in line of their current business
situations. This is due to the reason that the strategies being initiated for retaining the employees
are evolving and they are different in different regions of their operations. For example, the