Analysis of HRM Issues and Solutions for Flyhigh Airline: Report

This report provides an analysis of human resource management (HRM) issues faced by Flyhigh Airline. It identifies key challenges such as gaps between demand and supply of employees, poor workforce quality, employee efficiency concerns, relational constructs between employees and management, the need for effective practices and methods, compliance with employment laws, leadership and management style, wage structure, organizational structure, and the clarity of objectives and goals. The report then proposes changes to address these issues, including improved recruitment and selection processes, employee training and development, fostering better employee relations, adherence to employment laws, adopting suitable leadership styles, implementing a formalized wage structure, and optimizing organizational structure. The report concludes by discussing the wider implications of these changes for employees, aiming to improve overall organizational performance and employee satisfaction.

Managing Human
Resource

TABLE OF CONTENTS
INTRODUCTION...........................................................................................................................1
TASK 1............................................................................................................................................1
Issues in human resource management..................................................................................1
TASK 2............................................................................................................................................4
Changes for the issues identified............................................................................................4
TASK 3............................................................................................................................................6
Wider implications for employees relating to the management of people.............................6
CONCLUSION................................................................................................................................9
REFERENCES..............................................................................................................................10

INTRODUCTION
Success and development of an organization working market place depends upon the
efficient management of its resources. To sustain the turbulence and fierceness in market makes
management of organization to come up with effectual policies and strategies. It is imperative for
management to make optimum utilization of resources by addressing all the issues related to it
and formulating plans accordingly. Human resource management is one of the crucial part of
administration to derive the maximum results to benefit organization and establish prominent
position in market. Report is prepared to elucidate the different issues encountered by human
resource manager. For that purpose, low cost budget airline Flyhigh is taken into account. In this
report challenges faced by manager, ways adopted to rectify them and their post implications of
working of work force is discussed (Lepak and et.al, 2006).
TASK 1
Issues in human resource management
Every organization aims to consolidate larger number of customers and attain maximum
profitability. To pursue operations in an organization, efficiency and productivity of employees
play a vital role. To achieve the desired targets and goals, management seeks to recruit and select
right person at right place. While recruitment and selection manager faces many challenges and
issue. To address them, effectual methods are adopted such as identifying different components
of appointments, adopting rigorous method of selection, resolving the issues encountered while
undergoing the process (Panagiotakopoulos, 2013). It includes different components: Gap between demand and supply: Management is facing significant difference between
the need of employees and the availability. Organization is facing high turn over due to
issues occurring in organization. Organization seeks employees to fulfill two types of
demand, internal and external. Internal supply refers to the vacancy created due to
promotions and changes in job designation. Poor workforce: To maximize the profitability and efficiency of the organization it is
very essential that a capable and knowledgeable workforce function in an organization.
This is the major issue faced by the management (Branine and Pollard, 2010). With the
dwindling of boundaries between different segments, organization work with diverse
workforce. Deriving best results from them and giving the best outcomes to the
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organization requires a systematic and planned framework for human resources working
in an organization. Efficiency of employees: Organization working in market place seeks employees with
intimate knowledge about the work and competency in the field. Unskilled employees
leads to the slow growth and development. Moreover, lack of frequent audit hinders the
process of evaluation (Chang and Huang, 2005). Effective tools and methods are required
to be used by management so that with precise evaluation relevant and suitable
amendments can be done. Relational constructs: Relational health between employers and employees plays a vital
role in operations of organization (Pablos and Lytras, 2008). When there are smooth and
good relations between employers and employees, it increases productivity and efficiency
of organization. When employees are not maintaining good relations with the senior
management it directly affects the work and performance. In the mentioned organization
Flyhigh, there are tensions between the senior management and the employees working
under them, lack of proper leadership model and motivation theories leads to the
increment of the dissatisfaction towards the job and performance (Ozbilgin, 2004). There
are many factors that contribute into the retention of employees like motivators such as
incentives, work culture and other related that makes employees to stay longer with the
organi9sation. Practices and methods: With the continuous evolution in business methods and volatility
in market demands the use of efficient techniques and methods to mange human
resources in proper manner. Lack of use of scientific approaches to resolve the issues
leads to the mismanagement and inefficiency in organi9sation whereas the pragmatic
approach adopted by management in handling different issues leads to the optimum
results. Employment laws: It is very essential to abide all the laws and regulations laid by
Government and other legislative bodies with respect to the functioning of organization.
Government has framed many laws and rules to protect consumers and employees.
Various issues are addressed through these laws such as equality, discrimination, wages,
work environment and culture (Zhang, Dolan and Zhou, 2009). Organization not
following the norms and regulation laid down, faces problems in this respect.
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 Leadership and management style: Management and leadership style used by an
organization creates a foundation of all the operations undertaken by employees.
Mentioned organization uses flat structure of leadership model. In this structure, decision
making power is entitled to the manger only. There is minimum involvement of
employees in the decision making process. It affects the motivation level of employees.
Employees are empowered to share their ideas and opinions in the process of strategy
formulation (Hoobler and Johnson, 2004). Organization is following the centralized way
of power distribution, in this structure all the powers are taken by senior management.
Employees at subordinate level at not provided freedom to operate and take decisions for
in their areas. Wage structure: To maintain the efficiency and performance of employees, it is very
essential to escalate the motivating factors and maintain the hygiene factors related to the
employees issues. In includes salaries, wages, incentives and environment of work. If an
organization follows formalized structure of wage, the consistency and accuracy in the
allotment of wages leads to the increment in the retention of employees in an
organization (Inkson, 2008). It refers to the following of wage structure consistently is
indifferent from the fluctuation in economic environment prevailing outside the
organization. Even in the downfall, if employee's income is not reduced it motivates them
to work dedicate and willingness t bring improvement in performance. Organizational structure: Basic structure of the organization which decides the way in
which operations and processed and executed is referred to organizational structure. In
encompasses into it the values and principles on which employees work and operates. It
based on the organizational, external elements look at the organization. Structure is
followed by the organization as per the suitability (Strategic, Tactical, Operational
control. 2015). It has the significant impact on the management of human resource. If it is
not systematic in nature, it limits the management to decide proper manner to process the
employees related issues such as their recruitment, selection, appointments, management
and training.
 Objectives and goals: Every organization functions to achieve their targeted goals and
missions (Altman, 2009). If it is clearly stated it precisely directs the employees to
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proceed. Part of the management in which it leads subordinate decides the achievements
and targets.
TASK 2
Changes for the issues identified
Addressing the issues by adopting suitable methods in an organization benefits the
organization significantly and helps in the proper management of resources. Demand and supply: Widening gap between the organization can be resolved by making
precise analysis of need and requirement of workforce. It is processed by scrutinizing all
the departments of organization. Staff shortages are filled by complete quantitative
assessment of employees in airline company. Adopting rigorous method of recruitment
and selection makes the management to appoint eligible candidates from the pool of
applicants (Baum, 2012). Airline company functions with the contribution of diverse
workforce belonging to different areas of functions such as technicians, crew member,
service providers at terminals, marketing and human resource team. Appointments made
by identifying the prior knowledge and experience helps in deriving maximum results. Efficiency of employees: Unskilled labor leads to the low productivity and lack of
efficiency. In order to increase the efficiency level of employees working in all the
departments of airline organization, adopting different methods will be beneficial.
Various methods such as apprenticeships and post entry training programs will enable the
new appointees to bring adaptability with the work culture and duties and responsibilities
endowed to them. Further, the development sessions, seminars and conferences
conducted by the senior management helps in providing them exposure to the advanced
techniques and methods to imbibe in their process to enhance their skills and talents. Better relations with employees: It is very essential to improve the relations between the
employer and employees to make the functioning and working of organization. It
includes different components (Sánchez and Soriano, 2011). Healthy personal and
professional interaction is required to be maintained between vertical and horizontal
hierarchy. There are employees related issues such as recruitment, training, interpersonal
relations, addressing grievances and resolving inter-organizations issues.
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 Employment laws: Organization working in Aviation industry is required to comply
with all the laws and regulations laid down by government and other legislative bodies in
different aspects in which the organization is working. It abides by the laws related to the
consumer protection, employees related issues, environmental laws and other related
areas. There are many segments in which organization is required to comply with. Values
and principles followed by the organization imparts the direct impact on the moral;e of
organization (Law and Jones, 2009). When management follows all the norms, it also
initiates to maintain discipline in the organization with respect to the following of all the
duties and responsibilities assigned to them. Leadership and management style: Autocratic and authoritative styles of leadership does
not accrue significant benefits to the organization instead it affects the relations between
employer and employees negatively (Hoobler and Johnson, 2004). In order to lead the
organization to achieve targeted goals and establish prominent position in market place, it
is very essential to follow the suitable and resourceful leadership style by the
management. Pragmatic approach adopted by the management that is adopting different
leadership styles as per the suitability helps in efficient management. For instance,
adopting transactional and transformation leadership proves to be beneficial for the
organization. In the mentioned styles of leadership there is the high degree of
involvement of employees in the decision making process that directly boost up the
morale and spirit towards work. Wage structure: It is very imperative to bring a formalized structure of wages to retain
the existing employees and attract larger stream of efficient and capable persons in
Flyhigh. With the evolution of methods adopted by the management to utilize the human
resources in the most efficient manner it is essential to use the advanced and scientific
methods for deciding the wages Basic wages should be decided on the basis of skills and
competency with work (Jackson, 2010). Appraisals are required with the passage of time
as skills and talents enhanced significantly after training and development sessions.
Frequent appraisals and performance analysis bring motivation in the employees and
make them stay dedicated towards work with the willingness to improve their efficiency.
Regular performance also makes the changes in remuneration provided to them which act
as motivator for them to work with dedication. Methods such as Taylorism can be
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adopted to optimize the work and task assigned to the employees. This method states that
with the fragmentation of job roles and separation of work planning minimizes job
learning time and optimize performances, cost effectiveness and bring preciseness to the
measurements (Burke and Cooper, 2012). Organizational structure: Organizational structure is the core element of organization
on which it functions and all the methods to process the operations are decided. A
systematic organizational is to be adopted. There are different structures, it should be
adopted as per the suitability and relevance. For an organization working with different
departments functioning to achieve a single target. It is suggested to adopt the functional
organizational structure. In this structure employees are grouped according to the
specialties and activities to derive optimum results. These groups are controlled by the
management (Marchington and Wilkinson, 2005). Systematic and structure organization
leads to the retention of existing employees and captures the interest of larger number of
outsiders. Planning and workforce development: Largest shareholder is accountable for the
management of all the departments and segments of organization. In order to reduce the
labor turnover and focus on employees related issues, it is necessary to proceed by the
organization in planned and systematic manner. It includes showing the direction to
employees to achieve targeted goals and mission. For that purpose, clearly stated short
term and long term objectives directs the employees in a systematic and prescribed
manner.
 Practices and methods: Practices and methods followed by organization directly affects
the efficiency and productivity of employees (Briscoe, Schuler and Tarique, 2012). When
there is following of favoritism and other related practices by senior management it leads
to the demotivation among employees whereas following of healthy practices leads to
benefit of Airlines.
TASK 3
Wider implications for employees relating to the management of people
Correlation between different planning levels
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Management of an organization encounter many issues at different planning levels such
as at strategical, tactical and operational. Strategical level includes the higher officials of the
organization such as CEO, board of directors and other senior managers. At this level different
plan are formulated under the supervision of managing director, with respect to the achievement
of growth, improvement in the productivity and profitability, boosting certain attributes such as
return on investments, customer services, in flight and airport activities, improvement in control
and coordination among employees (Mondy, 2008). Long term and sort term objectives are
decided at this level. With the multilevel involvement operations are processed. Effectual and
clearly stated plans made by higher officials leads to the implementation of tasks and operations
effectively. On the other hand if plans and objectives are not predefined clearly it affects the
employees' performance negatively. Tactical planning includes the part in which there are senior
management of different departments such as of marketing, technicians, HR, control and
coordination, financial services and cabin crew. At this level managers direct the subordinate to
proceed by adopting effectual and suitable methods. At this level plans are translated into the set
of activities (Collings and Wood, 2009). There are many issues encountered at this level such
lack of proper delegation, mis-communication of task and duties, improper supervision and other
related. All these issues breaks the process of achieving targeted goals and outcomes. Such
hindrances are to be encountered by management is required to be addressed by adopting
suitable methods. Operational planning level refers to the executing [art where all the plans and
policies are implemented. Issues faced in this segment are the inefficiency of employees, lack of
precise grasping of tasks and responsibilities, lack of team work, deficiency of motivation and
inspiration from senior management. All these issues can be addressed by the use of different
leadership styles and methods by senior officials of Flyhigh.
Impact of ineffective R & S
Recruitment and selection process affects the organizational performances in either way.
When right person is appointed at right place it escalates the productivity and efficiency of
organization (Stewart and Brown, 2010). On the other hand when the recruitment and selection
are not properly that ineffecient candidates are appointed at different designations it affects the
performance of the person himself and along with it, performance of organization is hampered
significantly. It increases the cost of training, as it initiates the management to conduct different
development sessions and programs to enhance their skills and talents.
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Effectual work force planning
In order to derive the optimum results and outcomes, it is very essential to make the
proper utilization of human resource working in the organization. It refers to the use appropriate
planning tools at every stratum of operations. At each stage such as recruitment and selection,
training enhancing their skills, providing them exposure to the advanced and better technology
and other related affects the functioning. Pragmatic approach for work force management by
using motivation theories to make them dedicated towards works, addressing all the employees
related issues enhances the retention period (Lussier and Hendon, 2014).
Effectiveness of organizational structure
Suitable organizational structure leads to the enhancement of profitability and efficiency
of organization and employees. When the structure is adopted as per the competency with the
functional areas, maximum profits can be derived. It enables the organization to widen the
performance gap with competitors and helps to consolidate larger number of customers with
them. Further, it leads to the formulation of better plans for short term and long term objectives.
Along with making a competitive edge in market place it improves the performance of
employees.
Employer-employee relationship
When there are healthy and close relations between employer and employee, performance
and operations of organizations are improved in a very significant manner. It enables the
employers to understand the issues of subordinates in a better way. Adoption of different
resourceful techniques by them leads to the increment in quality of services and bring innovative
product (Mathis, Jackson and Valentine, 2013). Employers are oriented towards the increment of
opportunities for employee. Better relations between employers and employees leads to the
effectual labor management and retention of employees. It also attracts outsider to work in the
favorable culture.
Effectiveness of short term policies
In order to manage the employees related issues in the effective and resourceful manner,
a proper planning is essential (Mathis and Jackson, 2010). It is required to be proceeded in a
planned and structured manner with the inculcation of the several components such as prescribed
short term and long term goals in the human resources. Short term goals includes the fulfillment
of plans and goals with identification of employees related issues in a particular time frame.
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Identification of issues refers to the lacunae in the employees process such as differences in
performances of employees with the required professional standards. With the adoption of proper
method such as addressable of disputes, inculcation of training and development sessions in the
process various issues can be addressed effectively. This has both the implications along with the
increment of the performance level of employees and resolving of lacunae in HR management, it
also consumes so much of time (Sims, 2007). Though it increases the possibilities of market
opportunities with systematic approaches, it hinders the execution of other operations by
consuming so much of time.
CONCLUSION
Above study has been made with respect to the different components of the
management of human resources faced by managing director. Different issues related to the
employees are discussed. Further, suggestions have been made to bring rectification in process
and moreover, its implications on the performance of employees and organization that is their
profitability or demerits are elucidated.
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REFERENCES
Books
Briscoe, D., Schuler, R. and Tarique, I., 2012. International Human Resource Management:
Policies and Practices for Multinational Enterprises. 4th Ed. Taylor & Francis.
Burke, J. R. and Cooper, L. C., 2012. Human Resource Management in the Nonprofit Sector:
Passion, Purpose and Professionalism. Edward Elgar Publishing.
Marchington, M. and Wilkinson, A., 2005. Human Resource Management at Work: People
Management and Development. CIPD Publishing.
Collings, G. D. and Wood, G., 2009. Human Resource Management: A Critical
Approach.Taylor & Francis.
Lussier, N. R. and Hendon, R. J., 2014. Human Resource Management: Functions, Applications,
and Skill Development. 2nd Ed. Sage Publications.
Mathis, L. R. and Jackson, J., 2010. Human resource management. 13th Ed. Cengage Learning.
Mathis, L. R., Jackson, J. and Valentine, S., 2013. Study Guide for Mathis/Jackson/Valentine's
Human Resource Management. 14th Ed. Cengage learning.
Mondy., 2008. Human Resource Management. Pearson Education India.
Sims, R. R., 2007. Human Resource Management: Contemporary Issues, Challenges, and
Opportunities. IAP.
Stewart, L. G. and Brown, G. K., 2010. Human Resource Management. 2nd Ed. Wiley.
Journals
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Hoobler, M. J. and Johnson, B. N., 2004. An analysis of current human resource management
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Inkson, K., 2008. Are humans resources?. Career Development International. 13(3). pp.270 –
279.
Pablos, D. O. P. and Lytras, D. M., 2008. Competencies and human resource management:
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Management. 12(6). pp.48 – 55.
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