Human Resource Management Report: Changi Airport Singapore Case Study

This report provides a comprehensive analysis of Human Resource Management (HRM) practices at Changi Airport Singapore. It begins by outlining the airport's overview and its significance as a major transportation hub. The report then addresses four key environmental trends influencing HRM at Changi Airport, including economic, technological, social, and demographic aspects. Following this, the report applies Maslow's Hierarchy of Needs to understand employee motivation, highlighting the importance of psychological, safety, belonging, esteem, and self-actualization needs. Furthermore, the report explores four incentive pay plans – profit sharing, cash bonus, sales compensation, and skill-based pay – that can be implemented to motivate employees. Finally, the report discusses the importance of performance appraisal and career planning in enhancing employee development and organizational success. The report emphasizes the crucial role of HRM in driving employee engagement, productivity, and overall organizational effectiveness within the context of Changi Airport's operations.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

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Overview of Changi Airport Singapore
Changi Airport Singapore is one of the significant civilian airports for Singapore,
and it is one of the largest transportation hubs in entire Southeast Asia. The Changi Airport
Singapore serves more than hundred airlines which are flying to more than 400 cities in
around 200 territories and countries in the worldwide (ChangiAirport.com 2019). It is one of
the world's best Airport as Skytrax has rated it. It is one of the world’s busiest airports by the
international passenger along with cargo traffic. The airport is located at Changi at the eastern
end of Singapore, and it is the home base and hub for Jetstar Asia Airways, BOC aviation,
Singapore Airlines cargo, SilkAir and Singapore Airlines (Changiaiport.com 2019).
Answer to Question 1
The four environmental trends which are described by Stone (2005) for the Changi
Airport Singapore includes the following aspects:
Economic Aspects- One of the major external influences is the shape of the current
economy, and it affects the talent pool along with altering the overall ability to hire anyone at
all for the company. In the respective scenario, the appropriate economic factors which can
be considered are as follows:
Customers- The customers influence the different HR related functions as the
customers are supposed to be the kings of the business. In the case of Changi Airport
Singapore, they prefer high quality services at a reasonable pricing aspect, and each of the
employees needs to contribute towards the achievement of the quality of services. At the
respective organization, the employees and the higher officials have to ensure that their work
is of the high standard as sales of the airlines will be affected and directly related to the skills
along with qualifications of the different employees (Wall 2017).
Competitors- It is the second economic factor that should be considered by the
different companies wherein the competition can decrease the competitiveness of the other
companies, and it is required by the companies to improvise the operations as to gain
competitive advantage (Tziner and Rabenu 2018). In the case of Changi Airport Singapore,it
plays a significant role in Human Resource Activities. There should be the inclusion of the
attractive terms and conditions along with offers which will be helpful for them in attracting a
more significant number of customers in comparison to the other competitors present in the

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market. Proper training is required to be provided to employees who will be suitable for
managing competition.
Technological Aspects- It is the third external factor which should be considered in
the case of the respective airport wherein it has been noticed that with the implementation of
the new technological advancements, it will be leading to downsizing of the workers (Spurk
et al. 2015). In case of Changi Airport, the increased automation can reduce the number of
employees and it can affect the morale of employees. With the emerging new technological
advancements, it compels the people in learning new skills and upgrade the existing skills as
well that will be beneficial in improving the existing operations and beat the competition.
Social Aspects- It is the third external or environmental aspect which affects the
overall human resource practices of the different companies negatively (Soniand Soni 2016).
In the present scenario, it is similar in case of Changi Airport Singapore wherein customers
are demanding and they prefer to receive to purchase and utilize the different products which
help manage the needs of the society effectively. Before the cutting jobs hugely, the HR
managers need to have assessed societal reactions and come up with the different proactive
steps.
Demographic Aspect- It is the last aspect which affects the human resource
management practices wherein the human resource department needs to analyse the different
elements which will be beneficial in attracting them (Parkand Sturman 2016). In the case of
Changi Airport, there can be the inclusion of the various compensation packages at work for
the young generation and offer a work environment contusive.
Answer to Question 2
Maslow’s Hierarchy Theory is one of the crucial aspects for the business, and it is one
of the most effective approaches to motivate the employees and help them in performing
better and achieve the different goals more appropriately (Noe et al. 2017). Motivation is the
process of arousing the action along with sustaining the various activities in operation along
with regulating the pattern of the event.
As per Maslow’s Hierarchy Theory, the motivation to employees is one of the
essential activities which play a significant role in improving the overall productivity and
profitability of the firm. In particular regard, Abraham Maslow developed a model in which
the primary, psychological needs, safety and security needs along with self-fulfilment needs

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are analysed effectively. In the respective hierarchical model, when a specific requirement is
mostly satisfied, and it longer motivates, the next needs which are higher are considered.
Psychological Needs- To survive, the individuals need fresh air, food, water along
with sleep and it is a similar case for the employees working in the organization. When the
employees work in the organization, if the conditions are extremely hot or cold, it will not be
suitable for the advancement in the next level in the pyramid as there will be lack of
motivation (Leeand Hanna 2015). Similarly, in the case of Changi Airport Singapore, there
should be the inclusion of restroom, breaks and food along with drinks which will motivate
them and improve their morale to perform the tasks.
Safety Needs- It is the second aspect in which the organizations need to provide the
employees with various personal safety aspects which play a significant role in improving the
professional standards. In case of Changi Airport Singapore, if the different employees have
to suffer for the personal safety such as sick at work or getting hurt, the professional security
can be hampered, and their morale will suffer as well (Leeand Hanna 2015). At Changi
Airport Singapore, the employees are required to be provided with various personal aspects
such as security of the job and resources that will be increasing their overall morale in
performing the activities at the workplace.
Belonging Needs- It is one of the critical aspects of the building of the engaged
culture in the organization. To increase the engagement among the employees, it is essential
for the companies to offer the employees with proper love and belongingness (Laytonand
Ryan 2015). Proper friendship is the significant aspect which should be adopted by Changi
Airport Singapore to improve the morale of employees and it will be helpful in gaining
competitive advantage in the market appropriately.
Esteem Needs-It is the other aspect which is treated as the belief of the person in
whether they are accurately performing the job and whether the tasks which are done by them
are being recognised. The confidence is one of the most critical keys which should be
maintained in the organizations which will be beneficial in improving morale (Jonas 2016).
The similar principle holds in the Changi Airport as when the different employees will start
believing in themselves they will become more engaged and productive in the approach of
performing the tasks. The recognition of the employees is the key to the employee
engagement and recognition helps in building esteem which will be beneficial for the overall
success of the firm.

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Self-Actualization-In the workplace, the self-actualisation translates to maximise the
overall potential of the different employees (Harriganand Commons, 2015). In case of Changi
Airport Singapore, the critical aspect of the self-actualisation is ensuring that the different
employees are put in the various positions and they are allowed to perform the tasks which
they are capable of performing. The employees should not feel challenged, and the
employees should not begin to doubt themselves as well.
From the above aspect, it can be identified that Maslow's Hierarchy Theory plays a
significant role in improving the overall efficiency of the firm and it increases the overall
morale of the employees working in the organization as well.
Answer to Question 3
The four incentives pay plans which can help motivate the Changi Airport Singapore
employees are as follows:
Profit Sharing Plans- It refers to the quarter or the different year-end bonuses which
can be offered by the various companies based on the overall profitability during the
respective period. The payouts are equally distributed across the firm, and the major idea
behind the respective type of incentive pay is to motivate the employees working in the
organization along with the main focus will be on the achievement of the common goal
(Fallatahand Syed 2018). It can be used by Changi Airport Singapore to improve the morale
of the employees. With the implementation of the same, it can be communicated to the
employees that they are working together under the similar team and they will have the same
goals, and they will be rewarded in an equivalent manner which will reinforce the shared
service to the customers.
Cash Bonus Plan- It is the other incentive pay plan wherein it is the critical
arrangement which will help satisfy the demands for flexibility when the rate of taxes
changes unexpectedly over time is the bonus plan (DeCenzo, Robbinsand Verhulst 2016).
The lump-sum amount of money can be offered to the employees at Changi Airport
Singaporewither periodically or occasionally on the excellent performance, and it will
motivate the employees to perform the different tasks appropriately. The cash bonus can be
awarded to the specific employee for better than expected performance, and it will help
improve morale.

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Sales Compensation Plan-It is the incentive pay plan wherein it is the combination of
the base salary, incentives and commission which are utilized to drive the overall
performance of the organization (Cascio 2015). It can be implemented by Changi Airport
Singapore for the different sales representatives of the company as there are requirements of
the various sales representatives who will be bringing in the business for the company and the
sales compensation plan will be provided on the basis of the sales engagement and seniority
in the organisation. The top-performing sales representatives in Changi Airport will depend
on the compensation for the sales performance, and it will be beneficial for increasing morale
and achieve strategic objectives (Carpiniand Parker 2016).
Skill-Based Pay Plan- It is the last incentive pay plan in which it is the system of
compensation which rewards the different employees with additional pay in exchange of the
formal certification of the mastery of the employees of the different skills, competencies or
knowledge (Bultoand Markos 2017). Changi Airport can adopt a similar pay plan as in
airports, there are various specialized trades and tasks which can be performed only by the
specialized employees, and in order to advance in rank and pay scale, the company and the
employees can put massive effort on the same, and it will be providing them with the
different kinds of incentives that will be appropriate for the overall success of the firm.
Answer to Question 4
The major importance of performance appraisal along with career planning in Changi
Airport Singapore are as follows:
Importance of Career Planning
It will help increase the level of education along with aspirations among the
employees through motivating the employees and encouraging them to develop the different
competencies which can be technical, interpersonal or conceptual in approach (Brattonand
Gold 2017).
It helps in the rising sense of obligation by the employers to the different employees
through providing them with career goals and career paths to the employees which will be
beneficial for them in improving the overall scenario (Bouzenitaand Boulanouar 2016).
Furthermore, the employers provide clear future directions in terms of the career that will be
suitable for the overall success of the career planning process.

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Lastly, it increases the concerns by the employees about the quality of life through
improving creativity among the different employees. It is required for innovation in the
company as it can help lead towards entrepreneurship within the company and beneficial for
the overall success of the company (Berman et al. 2019).
Importance of Performance Appraisal
Firstly, it can be utilized to motivate the performance of the employees and improve
the overall productivity of the company. The different factors such as satisfaction,
performance along with compensation play a significant role in developing the overall
productivity (Berdicchia, Nicolliand Masino 2016). When the employees see their goals
clearly defined, the performance challenges are identified, and solutions related to career
development helps in the advancement of his career, and it will help him strive for a higher
level of efficiency.
Secondly, it can be used as the facilitate the employee development and growth as
the systematic procedure of the performance appraisal is helpful for the supervisors as to
frame the different training and development programs and policies (Banker et al. 2015). It
will help analyse and identify the strengths and weaknesses of the employees as the new jobs
can be designed for the different employees who are efficient. It will be helpful in the overall
development of future programs that will be beneficial for the success of the employees.
Lastly, it can be used to identify the current along with future training needs for the
different employees. With the same, employers can be able to identify performing and non-
performing employees (Albrecht et al. 2015). From the same, it will be easy for the company
to sort out the candidates and it will help manage needs.
Answer to Question 5
Four Possible Reasons for Resistance from Employees at Changi Airport Singapore
Job Enlargement is adding more routine along with tedious tasks to the jobwherein
the employees are not able to adjust with the changes as they have extra word pressure and
there is no additional payment for the same (Ahmad 2015). At Changi Airport Singapore
wherein it will increase the work burden among the employees as there is no such
involvement of the incentives provided to the employees for performing the extra work.
Therefore, due to the job enlargement, the efforts of the different individuals are
unrecognized. Moreover, due to the job enlargement, the different employees need up

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becoming frustrated because increased activities do not increase the salaries of the
employees.
The advantages related to job specialization have reducedwherein the employees
may not accept the changes appropriately as it may not be in their favour (Ahmad 2015).
Similarly, it can be seen that at Changi Airport Singapore, it can be seen that the job
specialization approach can become outdated after a certain point of time and the employees
may feel monotonous. For instance- At the airport, standing in the queue for the boarding
pass was famous at a certain point of time, however with the introduction of Kiosks at
airports with separate counters has replaced the same and people do not prefer standing in the
queues for the same.
Some of the workers in the organization prefer the repetitive tasks that allow them
to be in their comfort zoneswherein the employees feel more relaxed in performing the
functions in which they are comfortable, and they produce productive results.It can be the
similar case at Changi Airport Singapore as the different employees can resign from the job
as they may not be able to accept the change in the other departments (Berdicchia, Nicolliand
Masino 2016). For instance- In case of job rotation between the employees, it can be seen
that there can be few employees who may not be able to adjust with the other job roles and
they can quit the job as they are not able to perform in the comfort zones.
Lastly, the union opposes the job enlargement as it inhibits the new recruitment
wherein the external recruitment is not being followed, and due to job enlargement, it is
unfavourable for the existing employees in the organization (Albrecht et al. 2015). It is the
similar case in Changi Airport Singapore wherein the unions may not prefer job enlargement
as it is inhibiting the new recruitment of the talented employees which will be increasing the
workload of the existing employees in Changi Airport.

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