Human Resource Management Report: Qatar Airways Analysis

This report provides a comprehensive analysis of Human Resource Management (HRM) within Qatar Airways, examining its significance in the airline industry. The report begins with an overview of the company, followed by a detailed discussion of HRM functions, including selection, recruitment, training, compensation, and employee relations. It explores talent development, the hard and soft models of HRM, and the importance of employee retention and productivity. The report also highlights the impact of technology on HRM and discusses various sources of recruitment, along with the differences between training and development. Furthermore, it delves into reward management, employee relations, and relevant legislation. The report concludes with an analysis of the role of technology and innovation in HRM and a discussion on job specifications, CVs, and interview preparation, and a justified decision of the candidate selected, including a detailed description of the recruitment process, and an evaluation for conducting appropriate HR practice.

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Table of Contents
Introduction…………………………………………………………………………03
Discussion
Part 1
Overview of the Company…………………………………………………………..04
Human Resource Management (HRM)……………………………………………..04
Functions of HRM…………………………………………………………………05-06
Talent Development………………………………………………………………....06
Hard and Soft Model of HRM……………………………………………………….07
Strength Stability and Retention Leads to Productivity…………………………...07-08
Height of Technology in the world of HRM………………………………………..08
Sources of Recruitment……………………………………………………………..08
Difference between Training and Development…………………………………..09-10
Reward Management………………………………………………………………10-11
Employee Relations and Legislation……………………………………………….11
Grievance Management…………………………………………………………….12
Technology and Innovation………………………………………………………..12-13
Part 2
Job Specification…………………………………………………………………..14-15
CV………………………………………………………………………………….16
Preparatory notes for interviews……………………………………………………17
Justified decision of the candidate selected ……………………………………….18
Document and the complete process of recruitment ………………………………19
An evaluation for conducting appropriate HR practice ……………………………19
Conclusion………………………………………………………………………...20
References…………………………………………………………………………21-23

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Introduction
This paper aims to discuss the importance of Human Resource Management
(HRM) in an organization. There are various industries that deal with the employee and
the HRM. Here it will be discussed on the airline industry. The role and function along
with the learning and training, employee relationship with the HRM, the field of
grievances, and the trend of technology towards betterment will hold the essence of the
discussion in this paper. It will also suggest the restructuring possibilities of the
company through HRM.
Human Resource Management (HRM) is a huge department in an organization that
plays a vital role in its success. The main resources of this department are the people
themselves. The core activity of the HRM deals with its employee. This paper will
discuss the overview of one of the airlines, namely, Qatar Airways. The function of the
HRM in association with the airline and the possibility towards restructuring the
management policies towards achieving betterment in the business outlook. The
involvement of the workers or the employees, their grievances, the HRM services and
the relation between them will form the main part of the discussion.

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Part 1
Discussion
Being a newly appointed Human Resource Manager of Qatar Airways, certain
organizational requirements seem feasible for restructuring towards betterment.
Overview of the Company
Qatar Airways is one of the World’s five-star airlines. It has global operations.
The Hub Operation is from one of the Gulf Countries, Doha, State of Qatar. Being an
aviation sector in the international wings, it has main functions including HR,
Operations, Finance, Sales, Administration, Customer Services, Flight Handling so on
and so forth. Here we will discuss the HRM department towards a certain restructuring
that seems to be worthy for the company.
Human Resource Management (HRM)
Human Resource Management is a coherent approach in a strategic way
towards effective management of people in an organization. The team of HRM helps a
business to achieve a competitive advantage. In simple words, it is managing people
(Michael 2019). HRM aim to help the business goals, however, it is also the
responsibility of the HRM to build relationships among the employees within the
organization based on loyalty, trust and openness (Armstrong and Taylor 2020).
Functions of HRM
The functions of the HRM mainly deals with Selection, Recruitment, Management
performance, Learning and Development, Compensation and Benefits, Health and
Safety, Exit terminology and its process towards attaining coherence (Mashhady et
al.2021).
Selection- This includes selecting and staffing the employees. This includes resourcing
and talent management(Taylor 2018).

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Recruitment- It involves making contracts or agreement between the employee and the
employer.
Development- It is the function of the HRM to welcome the staff on board and to train
them with the company policies. Training and development are generally followed by
feedbacks from the departments and the management (Al-Shaiba 2017).
Compensation and Benefits- Salary is accompanied by the relevant compensation
and benefits. Depending on the company standards, it is the HR who decides the
benefits for a job function.
Employment brand- It is the responsibility of the HRM to build an employment brand
through satisfaction and coherence (Edwards 2017).
Health and Safety- It is HRM that needs to implement the safety measures with
adherence to the company policies. For instance, the airline shall follow the rules of the
labour law on the physical strength like no checked-in baggage shall weigh more than
32 kg. This will lead to the safety factors of the labourers health while lifting the baggage
towards loading and offloading in the aircraft.
Economic stability- Directly or indirectly the effects of the economy of the company
depends on the HRM structure (Bratton and Gold 2017). It has a great influence on the
socio-economic part (Caputo et al .2019).
Exit Terminology and its process-The company welcome the employees with
professionalism towards motivating every staff member towards establishing their job
functions within the organization.
Talent Development
A company’s growth depends on its resources and employees are one of the
greatest resources for an organization. Qatar Airways has its talent and development
technology which helps the staff member to enrol themselves in the training and
learning skills, to update their basic details like date of joining, gender, etc. More
importantly, it allows staff to apply for leaves online which if getting approved or rejected
are displayed on the site itself. Technology has made people more independent. The
academic performance needs to be facilitated with the professional attributes towards
personnel management (Barrena-Martinez et al.2019).
Hard and Soft Model of HRM
Generally hard model means to identify and focus on the workforce including
selecting and hiring the employees. Being in the aviation sector, security measures are

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on a high level of scrutiny. Hence, HRM needs to hire candidates after briefing them on
the security provisions.
 Maintaining the employee numbers in the company.
 Looking after the salary part of the employee in regards to the gradation.
 Appraisal covering the bad and good performance of the employees.
 Looking after the staff uniforms and accessories.
The soft model has a progressive outlook. Here the HRM needs to treat the staff
member as an individual.
 The company needs to focus on the long term services and outcomes in relations
to its workforce.
 Better communication between the HR and the staff member.
 Dealing with the staff pay and motivational pay like bonus packages.
 HR needs to monitor and control the staff in a democratic method.
Strength Stability and Retention Leads to Productivity
It is the HRM responsibility to look after the strength of the resources, its stability
and retention. The challenging fact of the department is the retention of the resources to
their full utilization. Retention means encouraging staff member to remain in the
company. Along with the company’s productivity, it is the responsibility of the HRM to
look for the productivity of the employee and to keep them motivated(Shahreki 2019). A
productive employee will lead to better company production. This will attract and retain
the staff member. The management’s performance has an effect on the employee
performance (ALimam 2017).
Height of Technology in the world of HRM
Technology has paved its way in the world of HRM. The efficiency of technology
has made the HRM streamline the herculean task. The internal business, core
competencies, organizational structure and team management are quite improved due
to its technology. Qatar Airways has been adapting to such influence of technology in its
work culture. The huge number of staff members are getting easily managed by the
HRM of the airline.
Sources of Recruitment
The HRM resourcing of employees is one of the important factors towards
recruitment (Zhuravska 2019). Almost every year thousands of employees are getting
selected and recruited by the airline. Employments are getting processed through online
applications. However, to grow the chain of employment, it will be an advantage if the

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internal staffs are being provided with the opportunity for further growth in the company
through the process of internal vacancy. The employee will get an opportunity towards
career growth which will motivate them towards further success. On the other hand, the
employer can make use of its own resource towards organizational growth.
Difference between Training and Development
Though the words training and development gives a similar impression, however,
there is a big difference between the two. Training can be described as basic learning.
However, development deals with the effective actions adapted by an individual or the
group towards implementing the lesson in real-life towards the respective workplace.
Hence, training can be associated with the theoretical approach, whereas, development
has a practical connotation. Training may be a short-term phenomenon. Development is
a long term activity.
Types of training
Airlines deal with a vast number of departments and their employees. There is
much crucial training pertaining to both the ground and on the air as follows-
 Training for Pilot in Command- Although they are certified and licensed
employee, still, the organization groom the employee to meet the airline’s goals.
 Engineer- The licensed engineer is trained according to the airline needs and the
aircraft type to avoid any disruption in flight operations.
 Cabin Crew- They are trained in professional terms towards providing services to
the customers along with imparting safety and security measures.
 Ground Services- The airport staff handle a flight operation from the ticketing to
the boarding. Hence, they are trained with all the parameters of the airport
services.
 Security- They look after the security of the person in the body and the baggage
they carry.
Reward Management
The study reveals that there is a great deal of difference between
motivation and rewards. It is the HRM of a company that needs to focus on a
better outcome. It also leads to the sustainability of the staff strength (Laužikas
and Miliūtė 2020).
Maslow’s Theory
The theory states that each individual has a desire towards life. The desire
starts at the basic level of survival like food, water, sleep, clothing and shelter.

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Once these desires are fulfilled, the individual gets motivation towards
accomplishing the next level of desire like safety and security. From the second
level, it moves to the third level consisting of love and care which leads to the
fourth level of confidence and self-esteem. The final level leads to self-
actualization in the form of problem-solving, acceptance of facts, morality,
creativity and spontaneity.
Hence, motivation is a factor that deals to stimulate energy and desire
leading to commitment and willingness to make an effort to achieve a
goal(Mustapha 2020). Reward, on the other hand, deals with the external factor
of controlling the employee’s behaviour along with the mode of attraction towards
a physical object of touch and presence. It is the HRM responsibility to reward
an employee towards igniting the spirit of motivation for achieving the company’s
goal.
External Factors
In the external factors, it involves economic, socio-cultural, technological
and political or legal association.
Economic- It is the workforce and the population which is important towards the
economic part of the company. Hence, Qatar Airways has its hub operations in
Doha, State of Qatar, which is a small country, with an increasing number of
populations. It is necessary as an HRM to give more importance to the eligibility
criteria of the workforce more meticulously. It will not only affect the organization,
however, it will also benefit the national income of the country.
Socio-Cultural- As an international airline, it is important to be vigilant on the
attitude, values, behaviours, desire and temperament of the society. This will
enhance the social responsibility, achievement of work, control over the authority
and its structure and the organizational culture towards better progress of the
business.
Technological factors- In today’s world technology are a vital source of
business productivity. It helps to determine the work strength of the organization.
The world of digitalization needs to be improvised effectively. Further discussion
on technology will be followed in the latter part of the discussion below ( under
tab Technology and Innovation).
Legal-Employee Relations and Legislation
Employment Law- The law of employment serves one of the purposes of
HRM. It deals with the rights of employees and labourers. The HRM has to abide
by such a law in an organization (Ugoani 2020). The HRM maintains the
relationship between groups (O’riordan 2017).
Employee relations mainly deal with the following-

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 Communication- Qatar Airways needs to restructure the communication part
with its employee mostly in the written format that the verbal dealings.
 Recognition- The relationship needs the power of recognition between the
employees and the HRM. Appraisal falls under a crucial part (Quaye 2019).
 Feedback- Qatar Airways needs to have regular feedback on both the staff
performance and the HR daily activities related to the staff members.
 Invest in employees- The training opportunities lead to considerable growth
and sustainability towards work environment, team spirit and the business.
Learning and human capital are sustainable product in HRM (Hitkaet
al.2019).
The employment relationship in Qatar includes-
 According to the Minister of Civil Service affairs employment is regulated
under limited working hours (Decree No.11/2005).
 Recognition- The relationship needs the power of recognition between the
employees and the HRM. Appraisal falls under a crucial part (Quaye 2019).
 Towards regulating the entry , exit and residency permit of Foreign nationals
as an employee.
 Invest in employees- The learning and the human capital are the
sustainable product in HRM (Hitkaet al.2019).
 Governing the data about occupational injuries or illness (Decree
No.18/2005).
 According to the Minister of Civil Service Affairs Decree No, 19/2005,
employers are to conduct free and regular medical tests of employees.
 To maintain the workplace safety (Decree No.20/2005).
 According to the Ministerial order No. 18/2014, there shall be the adequate
housing for employees in Qatar.
Internal Factors
Qatar Airways needs to get involved towards a better organizational strategy
which shall include the main focus on grievance management, Organizational culture,
and technology.
Grievance Management
There shall be a grievance management section and the practice is to
ensure the employees feel free towards approaching the HRM with their
respective concerns. Grievance leads to conflicts and dissatisfaction which in
turn leads to poor organizational growth thus affecting the business prospect.
Employee relations management of the airline needs to focus on the nature and
form of the grievance to identify the cause of dissatisfaction. There shall be a

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grievance management section and the practice is to ensure the employees to
feel free towards approaching the HRM with their respective concerns.
According to the Qatar Labor Law,
 Working hours- It shall not be extended beyond 08 hours.
 Contract Terms- It ranges from limited to an indefinite one with a maximum
term duration of no more than 5 years.
 Complaint form- The employee can put forward the grievance in a written and
recorded form.
 Protection- It includes wages, working hours and health condition.
 Meetings to be held- This will give the space for both the employee and the
HRM to discuss matters in an open space with no hidden facts.
 Duration- The grievances shall be controlled promptly with any delay.
 Simplicity- The company shall treat the matters with the art of simplicity.
 Follow-up- Regular follow up to be done in order to give assurance to the
employees that the matter is getting handled by the management.
Organizational Culture
It needs more involvement in the matter of diversity and inclusion among the
workforce. There shall be no discrimination in terms of gender, age, etc. Equal work
distribution along with the shifting work hours and pay-scale shall be regarded equally
for all staff irrespective of their backgrounds. The company shall form a common
cultural system that will be equally applicable to each and every employee.
Technology and Innovation
It has implication on HRM (Onimole 2017).This helps in the process of selection,
hiring, onboarding, training, deployment, retention and sustainability of the staff
member. It does not only evolve the prospect of the staff members but also allow the
HRM to flourish-
Faster Screening-It is the smart recruitment technology to speed up the
screening.
Human Prejudices- With the help of technology the human prejudices can be
overlooked towards attaining a fair recruitment strategy.
Remote Hiring- Technology enables the management to hire the staff remotely.
This factor will enhance the process most effectively during the COVID phase.

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The digital world of HRM
The HRM has to face the changes in the sector of the digital world. This is a
challenge that the HRM needs to handle. This leads to gazing through the business
model lens (Malik, Pereira and Budhwar 2017). The HRM activities are needed to
deliver with the usage of technology. This gives a categorization in the digital world of
management. The company needS to shape the trending generation with distinctive
behaviours and qualifications. This leads to the quality of multi-tasking, on job learning
facility, network affinity, leading gratifications and rewards. HRM needs to function
according to the present generation to cope with the trends.
Digital tools and media is another factor towards data collection, shortlisting,
application processing, interview and selection process. Along with the selection, the
HRM responsibility also deals with the maintenance and retention of its staff members.
It also makes the staff and the management self-dependent and will pacify the job
functions in a better structural way. Hence, the role of e-HRM needs to be in practice.
The preference of the digital natives will give a better prospect towards the company’s
structural development.
Part 2.
Job description for Cabin Crew
Work: Full Time Executive Cabin Group - Qatar Official Doha
We are recruiting people who are committed and enthusiastic to join our cabin crew.
Apply now to take advantage of this fantastic opportunity to travel the globe as a Qatar
Executive flying ambassador.
Typical obligations will include:
• Giving exceptional client benefit and client satisfaction.
• Guarantee all security measures, controls and approaches are connected within the
cabin.

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• Persistently progress the benefit and overhaul traveller profile
• Unravel issues inventively and take after through with client feedback
• To preserve a tall standard of individual introduction at all times and to feel
Job Specification- Customer Services Agent
Minimum Qualification requirements
Qualified 10 + 02 examinations/ Graduates or equivalent to graduates will be
preferred.
Age Requirements
1.Minimum 19 years, both Male and Female
2.Maximum 32 years, both Male and Female
Physical and Medical Requirements
The needed fitness standard is as follows-
1. No scar or birthmarks on hand till elbow
2. Acceptable physical appearance
3. Appropriate weight according to height
4. Body Mass Index (BMI) to be as per standard
5. Medical test will be done after the final round of selection by the company
medical unit
Language Skills
English, both written and spoken
Native language, both written and spoken
Selection Process
There will be total 6 rounds of interview

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1. Personal interaction
2. Height and Weight check
3. Group Discussion
4. Physical checks like any scars or marks
5. Eyesight check
6. The final round of interview -one to one
CV for the positions of Cabin Crew (Another Team)
Name John Smith
Address
United Kingdom,
London,
117b Kimberley Street,
W1 78HW
Contact details:
[e-mail]
[phone]