HRM Case Study: Analyzing Dingle Airline's Challenges and Solutions

This case study examines Dingle Airline's human resource management (HRM) practices, focusing on challenges related to employee retention, training and development, performance management, pay and rewards, employee relations, and knowledge management. The case study analyzes the airline's current HRM processes, including recruitment and selection, training programs, performance evaluations, compensation structures, and employee relations. It identifies key challenges such as high staff turnover, inadequate training programs, customer feedback integration, and unequal pay structures. The study proposes various strategies to address these challenges, including improved compensation and benefits, technical skills development, employee engagement events, and effective knowledge management. Furthermore, the report applies relevant HRM theories, such as Adam's Equity Theory and Expectancy Theory, to provide theoretical recommendations. The study concludes by emphasizing the need for Dingle Airline to prioritize employee satisfaction, invest in training and development, and implement fair and equitable compensation policies to improve its overall performance and competitiveness.

A case study of dingle airline
Human Resource management

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Contents
1. Introduction..................................................................................................................................2
2. Current HRM and knowledge management practice...................................................................2
3. Challenges in HRM and knowledge management...................................................................6
4 Strategies and its objectives......................................................................................................7
5 HRM Theories, its practices in current challenges and theoretical based recommendations...8
6. Conclusion.................................................................................................................................10
Bibliography..................................................................................................................................11

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1. Introduction
Dingle airline started in the mid of 1980 and provides flight service from Ireland to the UK. The
airline leads the haul with Easy jet and Fly Be. However, from past some few months, its
performance is below the expectations and facing many issues such as unable to sustain staffs
and low pay structure and less developed process of training and development.
With this report that can be assessed how Dingle needs to sort out these problems, also how the
HRM process should be implemented so that the company can accomplish its goal and strategies.
2. Current HRM and knowledge management practice
With the worldwide development and expanding multifaceted nature of business forms, learning
and development has turned into a basic aspect for every industry (Tckhakaia, 2015).
HRM process basically a planning "getting the correct number of qualified individuals in the
correct occupations at the opportune time". Put another way, it is an arrangement of coordinating
individuals with what the association hopes to complete the association's objective. Most
importantly, it requires deciphering the corporate mission and targets into a calendar of
individuals necessity. This isn't just in the number and position however increasingly essential
the quality and how could make them work viably that add to themselves and the association
(Osibejo, 2018)
Recruitment and selection
Dingle Air has turned into a key boss around its centers in Dublin and London in these criteria.
However, in past some few months of dingle struggling to sustain its crew member as airline’s
crew leaving the airlines to join rival aircraft, Scandi Air. Scandi air specifically trying to target
the DA’s pilots and crews by offering them good salary packages and pay structure. Here is
some recommendation which can help DA to solve such issues.

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DA needs to sustain its employees here is some recommendations to sustain pilots and crews.
 Offer a focused advantages package, including wellbeing and extra insurance and
retirement policies.
 Give staffs financial rewards, for example, raises, rewards and investment opportunities.
 Ensure representatives comprehend what's anticipated from them and how they can
develop inside your organization (Catherine Bailey, 2018).
Employees training and development
Training and development is a program that empowers specialists and representatives to learn
unequivocal data or aptitudes to improve execution in their present employment. Headway is
dynamically clearing and spotlights on specialist improvement and future execution, rather
than a brief business work (Allencom, 2019). With dingle airline employees training and
development are well managed.
However a research for past few months showcases the lacking points of management
programme, a group of crew has neglected to appear for instructional courses throughout the
most recent Dingle airline needs to develop courses for employees learning and staff. There are
some key steps which are most important this learning programs and will support training and
development programs:
 Conduct Survey between employees
 Align training with management’s operating goals
 Keep innovating (Nathan, 2016).
Performance Management

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It is expected to ensure that the objectives and destinations are met with viability. The system
includes the laborers just as be for an office, thing, organization or customer process, all towards
overhauling or expanding the estimation of them (Juneja, 2019). When it comes to dingle case
Dingle Air presented a new performance management policy a year ago. Each utilized staff part
is required to finish a yearly and between time execution examination, with their line
administrator. Every worker gets a rating (out of a sum of 5) and this data is utilized when
deciding boosts in salary. But with another case in the dingle, the new idea of including
costumer’s feedback is not well taking by employees they claimed that they trust that it is
uncalled for that this information is utilized to advise pay when travelers are deferred because of
conditions outside of Dingle Air's control. To avoid these problems DA needs to identify that the
feedbacks of customers are genuine or not. Also, the given feedbacks need to be categorized.
Pay and reward
The discoveries likewise uncovered an augmenting hole in pay scale desires amongst the private
and government sectors in the UK. Among private division businesses, the normal middle pay
scale has transcended 2 percent to 2.5 percent out of the blue since following started in 2012. In
any case, for the government part, having moved to another high last quarter, pay rise desires
have eased back from 2 percent to simply 1.1 percent (CIPD, 2019), it is a lacking point when
we assessed Dingle Airline’s case where ground staff members get average pay-off annually
pilots and cabin crew members are not getting the good pay-off, they pay around 10%
underneath the middle market rate and the ground staff members get average pay-off annually
pilots and cabin crew members are not getting the good pay-off, they pay around 10%
underneath the middle market rate. Dingle must have to get rid of these issues and implement

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new policies with equal pay, bonus and reward to the employees. Also, there are some key points
which will encourage employees:
 Recognizable verification of association or social affair destinations that the
reward program will support.
 Consideration of the perfect laborer execution or conduct that will strengthen the
association's goals (Berry, 2016).
Employee relations
Strengthening the business agent relations sounds like a troublesome demand; in any case,
arranged laborer relations specialists approve of tending to issues in all of the HR disciplines
(Mayhew, 2017).
As it is concluded that Dingle airline’s employees relation is not going far good after the new
CEO has started handling the business, as the words of CEO has claimed that company’s profit is
on priority rather than customer and employee satisfaction however he later realized that it is
indeed to take customer service on priority in order to survive in market’s battle. Also in a case
where DA creating the legal battle in a bid to force union recognition, also makes a joke on crew
member’s feedbacks.
The HR department needs to create Employee relations specialists and labor relations specialists
for union and non-union workers and must take employee’s suggestions and customer feedback
on priority and should invest in its employees and customer.
Knowledge Management
For an association to stay dynamic, fruitful administration of this learning is critical. Knowledge
the board combines all exercises mandatory with the age, scattering and upkeep of data to come
across hierarchical purposes (Whatishumanresoure, 2018).

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With Dingle airline the management is less involved between employees the lack of
communication between employees is high. Also, new member staff roastering system was at
fault and the board members are unaware of that.
The HR department needs to work on that and should take steps towards effective knowledge
management like Information. The company needs to manage its knowledge flow so that its
employees can understand and aware of all the new system and its procedures.
Sharing information by effective documentation and stablish connectivity through internet
(Whatishumanresoure, 2018).
3. Challenges in HRM and knowledge management
3.1 Environment: The ecological challenges are reliable to the powers those are external and
exist in the outside condition of a connection and can influence the execution of the association
of the alliance (Zkjadoon, 2015). As DA is facing issue with struggling to retain its aircraft crew
also, many pilots leaving the company to join airline Scandi Air. The HR need to organize such
strategies that can profit the new chances of the earth and ward off the company from the
recently developing dangers and keep their pilots hold.
3.2 Management: Whilst HR should have authority to take a decision in respect of HR policies,
with dingle airline member of the wider senior management team, the HR Director does not
report directly into the CEO. The manager should have the right and authority interact directly to
CEO to take decisions towards the strategies and goals.
3.3 Individual: The decisions related to the specific individual delegates are joined into the
individual troubles. The definitive problems are similarly affected by the manner in which how
delegates are treated inside the affiliations. As an example of an unequal payout to dingle’s pilots

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and its other employees, DA must ensure the pay structure should be equal to everyone and
employee’s getting equal pay and rewards and other benefits.
One more challenges that its employees unable to understand the new rostering system that
company introduced every employee facing challenge to attend the training sessions. Company
does not provide any training to learn new system that how it works, therefore most employees
have not been able to go for pieces of training as they were unaware about the new system.
4 Strategies and its objectives
4.1 Good Compensation and benefits and employee engagement events: In respect of pay
and rewards, DA will change the pay scale system as Dingle Air pays around 10% below the
median market rate, which is very low. Also conduct monthly events such as birthday parties.
The company will give the incentives and inspiration required for an association to convey its
objectives.
Objectives
 Sustain its employees and crew members
 To motivate an employee for their fair contribution to the company
 Distinguish chances to improve working environment conditions that drive
commitment.
4.2 Technical skills development Training and effective knowledge management: the
company will provide a new training program to the employee, including technical and soft
training skills as well, that will help employees to understand its new services and systems. For
instance, employees missed the training of 6 months just because no one knows how to work
with the new system and Dingle was unaware that its new rostering system was at fault,
Objectives

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 Quality Improvement
 Keep employee Updated with new Technology
 Effective Knowledge Management
5 HRM Theories, its practices in current challenges and theoretical based
recommendations
5.1 Adam’s Equity Theory: Adam’s equity theory; this theory states that employee become
demotivated when they assume their inputs are greater than their outputs. Inputs such as effort
loyalty, hard work output; financial benefits and recognition (E.Hartel & Fujimoto, 2014). As a
result, they prefer to work somewhere else where they get better work opportunities.
4.2 By applying this theory DA can sustain its employees by using some interventions such as
Improving employee’s job satisfaction by giving them good output such as health benefits and
benefits other rewards.
5.2 Expectancy theory: This theory is all about to pay and reward program. This theory
basically states that staff gets motivated to exert a huge level of exertion while they believe that
their work will lead them to a good rewards of performance (Marchington & Kynighou, 2016).
Da can introduce good pay and rewards policies to motivate its employees, as its pay structure is
less but these benefits can bring them job satisfaction.
5.3 Knowledge management theory and TNA
KM theory fundamentally focuses around authoritative process and how a company is strategic
socially and gradually to oversee facts and training forms.
Ecological KM theory concentrate around individuals, connections, and learning networks,
involving companies among staff and company and the interior and outside components that
entice individuals together to exchange information.

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Techno-centric theory: emphases on the organization’s new technology and the process of using
it. This facilitates the flow of knowledge and information (Bencsik, 2016).
According to this theory, DA needs to develop its training and development Here is come
techniques to conduct good training sessions:
• Tell the employee what these training going to cover and the brief overview has to be given.
• Inform them about the objectives and the main session of training also explains the key
points.
• Tell them the covered areas and ask them about their problems related to the training.
• Conclude with a summary of the overview.
6. Conclusion
The purpose of this report is to identify the challenges facing DA and analyze the human
resource theories and its application on the challenges.

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According to theories employee and customers are the key aspects and it is important to assess
how to give them job satisfaction.
Such theories state that the pay and rewards program and other benefits motivates the employee
and push them to work hard for the objectives of the company and good benefits lead an
organization to sustain employees. Knowledge management part helps the training and
development concept as it helps employees that how to improve their core job overall
performance.
Bibliography
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Available at: https://www.allencomm.com/what-is-employee-training-development/
Bencsik, A., 2016. Knowledge Management Initiatives and Strategies in Small and Medium
Enterprises. s.l.:IGI Global.

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Berry, j., 2016. Human research management a strategic approach. 6th ed. s.l.:s.n.
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Available at: https://www.cipd.co.uk/knowledge/work/trends/labour-market-outlook
E.Hartel, C. & Fujimoto, Y., 2014. Human Resource Management. s.l.:Pearson Australia.
Juneja, P., 2019. Processes in Human Resource Management.
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s.l.:Kogan Page Publishers,.
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Available at: https://bizfluent.com/info-7846188-employee-relations-human-resources.html
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Available at: https://www.shrm.org/resourcesandtools/hr-topics/organizational-and-employee-
development/pages/key-steps-for-better-training-development-programs.aspx
Osibejo, A. o., 2018. Human Resource Management: Theory and Practice. s.l.:s.n.
Tckhakaia, e., 2015. research gate. [Online]
Available at:
https://www.researchgate.net/publication/274072963_KNOWLEDGE_MANAGEMENT_IN_AI
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Available at: http://www.whatishumanresource.com/knowledge-management
Zkjadoon, 2015. HRM challanges. [Online]
Available at: http://www.businessstudynotes.com/hrm/human-resource-management-challenges/

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