The value of internal and external customers
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RUNNING HEAD: REFLECTIVE ANALYSIS 0
Strategic
Human
Resource
Management
Student’s Details-
4-4-2020
Strategic
Human
Resource
Management
Student’s Details-
4-4-2020
REFLECTIVE ANALYSIS 1
Introduction
Strategic human resource management is the management of the employees and
improving the HR related functions for the purpose of making profits strategically. This also
requires the organization to set the standards for safety of workers and protecting their rights
(Taylor, Doherty, & McGraw, 2015). Moreover, the reflective analysis is based on my
learnings from the topics of the lectures. I have selected the issue “Qantas Restructure and
impact on HR activities” in which the discussion is covered with the introduction of the issue and
major themes covered along with the linkage to the topics covered in lectures.
Major Themes and Issue
Human resource management is an important part of the organization which strive to
improve the overall human practices. Moreover, Qantas Airway has restructured the organization
and believes that this can bring long term success to the company. This has certainly had an
impact on the HR activities of the company. The company has focused on the ongoing
communication emphasizing upon the customer relationships. This has an impact on the
organizational culture of the organization as this changed the interactions and the behavior of the
employees within the workplace. Besides, the company has been making efforts for the training
of ground, cabin and airport operation teams which is the integrated approach for the facilitation
of every facets of training. This has an impact on the training and development of the employees
which is an important HR function which leads to the increase in the efficiency of the employees
(Healey, 2016).
The issue related with such restructuring of Qantas is the changes that the company
brings into the organization through bringing technology for improving the HR efficiencies of
the organization. The company has allowed the line manager and other airport staff to iPads.
This has brought an impact on the HR activities in which the company can make the improved
operations and make significant improvements into the employee’s performance. This has also
facilitated to review customer feedback and ultimately improve the customer service delivery
(Budd & Bhave, 2019). These tools help the employee to stay in touch with the line managers
which impacts the HR activities. The company can effectively manage the employees and
monitoring them on the daily basis which is the crucial aspect of human resource management.
Introduction
Strategic human resource management is the management of the employees and
improving the HR related functions for the purpose of making profits strategically. This also
requires the organization to set the standards for safety of workers and protecting their rights
(Taylor, Doherty, & McGraw, 2015). Moreover, the reflective analysis is based on my
learnings from the topics of the lectures. I have selected the issue “Qantas Restructure and
impact on HR activities” in which the discussion is covered with the introduction of the issue and
major themes covered along with the linkage to the topics covered in lectures.
Major Themes and Issue
Human resource management is an important part of the organization which strive to
improve the overall human practices. Moreover, Qantas Airway has restructured the organization
and believes that this can bring long term success to the company. This has certainly had an
impact on the HR activities of the company. The company has focused on the ongoing
communication emphasizing upon the customer relationships. This has an impact on the
organizational culture of the organization as this changed the interactions and the behavior of the
employees within the workplace. Besides, the company has been making efforts for the training
of ground, cabin and airport operation teams which is the integrated approach for the facilitation
of every facets of training. This has an impact on the training and development of the employees
which is an important HR function which leads to the increase in the efficiency of the employees
(Healey, 2016).
The issue related with such restructuring of Qantas is the changes that the company
brings into the organization through bringing technology for improving the HR efficiencies of
the organization. The company has allowed the line manager and other airport staff to iPads.
This has brought an impact on the HR activities in which the company can make the improved
operations and make significant improvements into the employee’s performance. This has also
facilitated to review customer feedback and ultimately improve the customer service delivery
(Budd & Bhave, 2019). These tools help the employee to stay in touch with the line managers
which impacts the HR activities. The company can effectively manage the employees and
monitoring them on the daily basis which is the crucial aspect of human resource management.
REFLECTIVE ANALYSIS 2
Linking with Discussions
In week 2, I have learnt that strategic human resource management is an important aspect
of the organization which operations of HR activities can lead to the sustainable competitive for
the organization. This requires the organization to determine the value of internal and external
customers and make use of the knowledge, expertise and technology for the regulation of the HR
activities which can be helpful in getting the competitive advantage (Saha, Gregar, & Saha,
2017). Similarly, the issue of restructuring of Qantas is treated as a competitive advantage for
the company as the company has made the strategy through taking care of their employees for
linking with the long-term strategy of the company. Further, from week 3, I have learnt that HR
managers must make the ethical and moral decision making which creates the culture and as well
as supports the organizational success. Moreover, the human resource professionals work on the
ethical perspectives to workout ethical decision making and create value to the organization
(Smith, Rohr, & Panton, 2018). Linking this with the Qantas, it can be noted that the
company has made the collaborative strategy with the employees and taken ethical and moral
decisions through the creation of the inclusive culture which can drive success.
From week 4 lectures, I have learnt the various employment related problems that the
organization might face and the employment regulations that the organization has to work upon.
The organization has to comply with the wage related regulations and employment standards in
order to act within the legal framework and improve the labor relations (Clibborn & Wright,
2018). Similarly, Qantas Airways follows the industrial and employee relations strategically to
get the competitive advantage. This has certainly led to the issue for the HRM practices within
the company.
Implications for the Organization
The concepts of the strategic human resource management can be implied with the
organization’s situation in which the Qantas can make the recruitment of the employees for the
hiring of the competent staff. This can lead to the increased brand reputation of the company
through the hiring of the efficient employees (Bailey, Mankin, Kelliher, & Garavan, 2018).
Also, the HR strategy requires an organization to increase the efficiency of the employees
through the appropriate training and development which can lead to the higher customer
Linking with Discussions
In week 2, I have learnt that strategic human resource management is an important aspect
of the organization which operations of HR activities can lead to the sustainable competitive for
the organization. This requires the organization to determine the value of internal and external
customers and make use of the knowledge, expertise and technology for the regulation of the HR
activities which can be helpful in getting the competitive advantage (Saha, Gregar, & Saha,
2017). Similarly, the issue of restructuring of Qantas is treated as a competitive advantage for
the company as the company has made the strategy through taking care of their employees for
linking with the long-term strategy of the company. Further, from week 3, I have learnt that HR
managers must make the ethical and moral decision making which creates the culture and as well
as supports the organizational success. Moreover, the human resource professionals work on the
ethical perspectives to workout ethical decision making and create value to the organization
(Smith, Rohr, & Panton, 2018). Linking this with the Qantas, it can be noted that the
company has made the collaborative strategy with the employees and taken ethical and moral
decisions through the creation of the inclusive culture which can drive success.
From week 4 lectures, I have learnt the various employment related problems that the
organization might face and the employment regulations that the organization has to work upon.
The organization has to comply with the wage related regulations and employment standards in
order to act within the legal framework and improve the labor relations (Clibborn & Wright,
2018). Similarly, Qantas Airways follows the industrial and employee relations strategically to
get the competitive advantage. This has certainly led to the issue for the HRM practices within
the company.
Implications for the Organization
The concepts of the strategic human resource management can be implied with the
organization’s situation in which the Qantas can make the recruitment of the employees for the
hiring of the competent staff. This can lead to the increased brand reputation of the company
through the hiring of the efficient employees (Bailey, Mankin, Kelliher, & Garavan, 2018).
Also, the HR strategy requires an organization to increase the efficiency of the employees
through the appropriate training and development which can lead to the higher customer
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