Addressing HR Issues at Flyhigh Plc: A Strategic Management Report

This report analyzes the human resource challenges faced by Flyhigh Plc, a UK-based budget airline. The study identifies three key HR issues: staffing shortages, high employee turnover, and low employee morale and motivation. The report delves into the need for changes in recruitment and selection processes, advocating for a transparent and fair approach. It also highlights the importance of revising the salary structure to ensure fairness and address employee dissatisfaction. Furthermore, the report emphasizes the need to change the organizational culture and leadership style to improve employee retention and morale. The report also includes a job advertisement for a junior cabin crew position, detailing the requirements, responsibilities, and benefits of the role. The report concludes by summarizing the key findings and emphasizing the importance of addressing these HR issues for the airline's growth and success.

Managing Human
resources
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TABLE OF CONTENTS
Introduction .....................................................................................................................................4
(A) Three key HR issues which are faced by Flyhigh Plc and need of changes ........................4
Advertisement .............................................................................................................................7
Conclusion.......................................................................................................................................9
References......................................................................................................................................10
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INTRODUCTION
In the modern era, management of human resources has become one of the most crucial
aspects of businesses. The success and failure of an organization is determined by the kind of
employees it has. Further, highly skilled and talented personnels not only help companies to
serve their customers in effective manner but also provide them with competitive advantage over
other market players. The present study is based on Flyhigh Plc which is a UK based small cost
budget airline. This report explains the need of changes on three key issues which are faced by
Flyhigh Plc. Along with this, it also highlights one page job advertisement for a new junior level
cabin crew.
(A) Three key HR issues which are faced by Flyhigh Plc and need of changes
In the present scenario, businesses are required to deal with various types of issues and
challenges at the time of managing employee in the organization (Akgün and et. al., 2007). The
issues related to human resources not only the affect productivity of workers but also negatively
affects the performance of a business enterprise. As per the provided case scenario, one of the
major issues which has been faced by Flyhigh Plc is related to staffing. Businesses operating in
the airline industry are not able find pilots and other aircrew staff which can satisfy the needs of
customers in the best possible manner. Shortage of staff has also created several kinds of
obstacles in growth and expansion of the airlines. After carrying out the assessment of provided
case scenario, it has been observed that sometimes the airlines was forced to cancel its major
flights due to shortage of staff members which can provide services to customers.
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It can be stated that it is going to be very difficult for Flyhigh Plc to earn higher profits
and sales in long run. Another issue which has been faced by the airlines is related to high rate of
employee turnover. The entire operations of Flyhigh Plc are taken care of managing director
Muhammad Saleem. Further, he is also famous for his strict actions against the employees who
are lazy and are not performing well. It has been already found that skilled workforce is not
available in industry and it is a great loss to the organization if it losses its existing employees
(Becker and Huselid, 2006). In the present scenario, it is very essential for businesses in airline
industry to retain their highly skilled and effective personnels for long run. One of the major
benefit of this is that employees are well aware of culture and structure of organization and they
do not require any kind of training regrading the same. Thus, retention of employee saves cost of
businesses in terms of training and hiring. Along with this, high rate of turnover among workers
has also affected the performance and productivity of Flyhigh Plc to a great extent. The third
issue which has been faced by the airlines is related to low morale and motivational level of
employees. The working environment is not appropriate and there is no motivation which has
been provided to staff members. In the present scenario, many organizations have understood the
need and benefits which employee motivation has on their overall performance. This is one of
the reason why businesses has always tries to figure out what motivates their employees and
provide the same to them (Pareek, 2006 ). In addition to this, different tools and techniques of
motivation is also used by companies with an objective to encourage employee to give their best
towards accomplishment of its aim and objectives.
In order to deal with and overcome the above mentioned three key issues which Flyhigh
Plc is facing, there are some changes which needs to be made. It can be stated that after
implementation of these changes, the airlines is going to deliver better performance in the
market. The first change will be required in the process of recruitment and selection which has
been employed by Flyhigh Plc. The airline is already facing issues in terms of staffing and it has
been also observed that the wage structure is not appropriate (Collins and Smith, 2006). In order
to sustain in long run, Flyhigh Plc is required to develop a transparent process of recruitment and
selection. At the time of hiring employees for the vacant position, it is required to ensure that
there is no partiality done among candidates.
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Further, individuals needs to be selected on fair grounds of their knowledge, skill set and
productivity. At the time of selection management of airlines needs to have clear justification of
the fact that why it has selected a particular candidate over other. In addition to this, in order to
meet the future requirement of human resources, the organizations can keep CV of the applicants
and contact them in the future (Scullion and Collings, 2010). It should also appropriate
applicants for giving their time and efforts to the airlines. By making the above mentioned
change the airlines will be able to develop a sense of satisfaction among all candidates and it will
also make it available with large pool of candidates (Goldman and et. al., 2006.). Flyhigh Plc
will be also available with high number of skilled and productive employees to serve customers
with several kinds of airlines related products and services. On the other hand, changes are also
required to be made in the existing structure of salary and wages which has been implemented by
Flyhigh Plc. The wages and salary are not distributed equally and this has resulted in creating
sense of dissatisfaction among current employees. Unfair and inappropriate structure of salary
always creates hurdles in the success of companies. Further it also demotivated employees to
give their best towards the success of organization because employee feels that they are not paid
well against the work they are doing. They are not able to give their best efforts due to the fact
that they are not paid fairly. Therefore, it is required by Flyhigh Plc to make changes in its salary
structure and develop a fair structure on the basis skill, knowledge and productivity of
employees.
The issues related to high rate of employee turnover can be resolved by making changes
in culture and leadership style which has been adopted by the airlines. The revenues and profits
of a business enterprise are directly affected by high rate of employee turnover. Along with this,
organizations are also required to invest huge amount of resources in hiring new employees for
the vacant position (Dowling, Festing and Engle, 2008). On the other side of this, it can be also
stated that the quality of service provide by airlines is deteriorated by high rate of employee
turnover. It creates problems for businesses in carrying out their day to day operations smoothly
and in effective manner. The owner is required to lower down its strictness and needs to find out
the reason why employees are not performing well.
In addition to this, corrective measure are required to be taken in order to enhance overall
performance of employees (Harzing and Pinnington, 2010). The culture needs to be changed and
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should provide equality and harmony among all staff members. Style of management which has
been adopted by Muhammad Saleem has created dissatisfaction among workers as they are
beings scolded in front of everyone. It makes them feel disappointed and also make them feel
ashamed. The last issues which has been faced by Flyhigh Plc can be solved by using different
tools and techniques of motivation. In order to deal with the issue, the management is required to
make use various monetary and non-monetary reward system (Hallberg and Schaufeli, 2006).
Employees which has contributed outstanding in accomplishment of the airlines objectives
should be provided with monetary rewards such as cash benefit and incentives. On the other
hand, they should be also provided with different kind of non-monetary rewards such as
recognition, medical facilities, leaves etc.
This will always make them feel motivated and will also encourage them to deliver
better performance. The reason why employee motivation has become important is that
motivated staff members are always able to understand the need and demand of all customers in
the best possible manner. In order to carry out its operations smoothly and deal with all major
changes, Flyhigh Plc is required to make several changes. It can be stated that employees will not
have any kind of problem at the time of resistance to change. This is due to the fact that all the
changes are being made only with an objective to make employee happy and retain them for
long. Even after this, there might be some staff members which are not able to cope with
changes. Therefore, the airlines is required to develop effective strategies in order to avoid such
kind of situations. The need and benefits of changes are required to be communicate de to all
employees (Bohlander and Snell, 2006). Along with this, they should be encouraged to take part
in the entire process of implementing and managing those changes. This is going to results in
lowering down the rate of employee turnover and increase morale and motivational level of staff
members. On the other side of this, it will also help in improving the market performance.
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Advertisement
An excellent opportunity to Join the family of Flyhigh airlines
We are looking forward for hiring fresh and skilled candidates for junior cabin crew. Further
both made and female candidates are invited for the interview. The eligibility criteria is
mentioned below as:
 Male and female candidates between age group of 20 to 30 years.
 Fair complexion is must for all candidates
 Minimum height required to for male candidates is 175 cm (Barefoot)
 Minimum height required to for female candidates is 165 cm (Barefoot)
 Candidate should be fluent and needs to have good command over English language
 Candidate should be medically fit.
The benefits of being part of Flyhigh airlines family are
 Attractive salary
 Two years contract which can be further extended
 flying allowance
 Medical allowance
 Free medical insurance
 Attractive promotions and incentives
The key roles and responsibilities which are related to job of junior cabin crew are mentioned
below as:
 Deal with any kind of issues related to emergency and safety of all passengers
 Providing professional demonstration to passengers regarding usage of safety
equipment and procedures
 The junior cabin crew role will be to deliver standard and outstanding services to all
customers
 It will be the responsible to treat every customer with respect and solve their queries
and concerns
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 Cabin crew members will be also responsible to welcome passengers on broad and
provide them directions regarding their respective seats
 Checking seats belts and galleys of passengers will be the key responsibility of junior
cabin crew
In order to apply for the post you can forward your resume to hr@Flyhigh airlines. Com or can
attended walk in interviews at our head office in London.
CONCLUSION
From the above study, it can be concluded that managing human resources is very
important for the growth and success of organizations in airline industry. The main problems
which has been faced by Flyhigh airlines includes high rate of employee turnover, low morale of
staff, inappropriate wages structure and lack of human resource availability in the market. All
these things has created obstacles in success and growth of the airlines. It can be concluded that
there are several changes which needs to be made in order to overall all problems which has been
faced by Flyhigh airlines. From the above study, it can be concluded that effective reward
management system, proper wage structure and fair process of recruitment and selection are
required to be implemented in the organization.
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REFERENCES
Books and journals
Akgün, A. E. and et. al., 2007. Emotional and learning capability and their impact on product
innovativeness and firm performance. Technovation. 27(9). pp 501-513.
Becker, B. E. and Huselid, M. A., 2006. Strategic human resources management: where do we go
from here?. Journal of management. 32(6). pp 898-925.
Bohlander, G. and Snell, S., 2006. Managing human resources. Cengage Learning.
Collins, C. J. and Smith, K. G., 2006. Knowledge exchange and combination: The role of human
resource practices in the performance of high-technology firms. Academy of
management journal. 49(3). pp 544-560.
Dowling, P., Festing, M.. and Engle, A. D., 2008. International human resource management:
Managing people in a multinational context. Cengage Learning.
Goldman, B. M. and et. al., 2006. Employment discrimination in organizations: Antecedents and
consequences. Journal of Management. 32(6). pp 786-830.
Hallberg, U. E. and Schaufeli, W. B., 2006. “Same same” but different? Can work engagement
be discriminated from job involvement and organizational commitment?. European
Psychologist. 11(2). pp 119-127.
Harzing, A. W. and Pinnington, A., 2010. International human resource management. Sage.
Pareek, U., 2006. Designing And Managing Human Resource Systems, 3/E. Oxford and IBH
Publishing.
Schuler, R. S. and Jackson, S. E., 2008. Strategic human resource management. John Wiley and
Sons.
Scullion, H. and Collings, D., 2010. Global talent management. Routledge.
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