Qantas Airline: Embedding HR Strategy Within Corporate Objectives

This essay provides an analysis of Human Resources Management (HRM) strategies within Qantas Airline Company, focusing on how HR strategy is embedded in the corporate plan. It explores the rationale behind integrating HR and workforce development into corporate strategy, examining the achievement of HR-related priorities at the department level. The essay also addresses contemporary challenges and HR issues faced by Qantas, such as employee motivation and adapting to globalized business processes, and discusses potential HR-related achievements through successful strategy implementation. The importance of aligning HR policies with organizational development and employee welfare is emphasized, highlighting the need for effective hiring, recruitment, and training programs to meet the company's objectives. The document is available on Desklib, a platform offering study tools for students.

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Human Resources Management

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Table of Contents
Introduction.................................................................................................................................................1
HR strategy is embedded in Qantas Airline.................................................................................................1
Rational of embedding the HR or workforce in the corporate strategy......................................................2
Achievement of HR related priority at department level............................................................................2
Contemporary challenges and HR issues.....................................................................................................3
HR related achievements............................................................................................................................4
Conclusion...................................................................................................................................................4
References...................................................................................................................................................6

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Introduction
With the increasingly globalized world, each and every organization is endeavouring towards
formulating effective strategic plans to run the business effectively. Human resources
management is the key aspects to develop and implement those strategies in the business. In this
essay, HRM strategies, contemporary HRM related issues, and successful HRM policies may
result in the achievement of set goals and objectives of the organization. In this essay, all the
aspects of HRM and HRM strategies implemented by the Qantas Airline Company have been
taken into consideration. The main focus of this essay is to identify the issues and challenges
faced by Qantas Airline Company while implementing HRM policies and strategies to
accomplish its set goals and objectives (Bridgman, Cummings, and Ballard, 2017)
HR strategy is embedded in Qantas Airline
The main role of the HR is to maintain an effective hiring and recruiting of employees in the
business. The HRM department of Qantas Airline Company is indulged in preparing the HRM
strategic plans and policies for the organization which will eventually increase the overall
effectiveness of working. By using the Maslow and ERG theories of motivation, HRM
department has infused motivational strategic program to motivate employees to accomplish the
set goals and objectives of Qantas Airline Company (Green, et al. 2017). Most of the
organization have the tendency to habitually ignore the importance of HR planning. The strategic
plans of the Qantas Airline Company are to expand its business on an international level and
increase the quality of its services offered in the market. Therefore, HR planning of the company
will be indulged in hiring more employees and implement proper training and development
program. If HR fails to implement proper HR policies and the strategic program then it will also
result in failure to meet the set targets and goals. In this globalized world, if Qantas Airline
Company wants to expand its business then it will have to employ best candidates in the business
functioning. If proper HR policies and strategic planning are undertaken then the company could
easily meet its set strategic plans in an effective manner. The HR department of the Qantas
Airline Company also focuses on Equal employment opportunity, strategic HR management by
implementing proper training and development program, retention of employees, recruiting and

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hiring of employees to accomplish the specific goal of the company (Güss, Burger, and Dörner,
2017).
Rational of embedding the HR or workforce in the corporate strategy
It is analyzed that the main Rational of embedding the HR or workforce in the corporate
strategy is based on the nexus between the organizational growth and HR policies. The set
strategic objective and plans of the Qantas Airline Company is highly based on the HR strategic
plans such as recruitment, section, planning and training and development of the employees. If
HR department does not implement its strategies in an effective manner then it will result in
failure to accomplish the corporate strategies and goals eventually (Kenrick, 2017). HR theories
implemented by the HR department of Qantas Airline Company aims to achieve two primary
outcomes i.e. more efficient working and effective job performance with the employee’s
motivation and job commitment. By using these two theories HR department emerged the four
function of management such as planning, organizing, leading and controlling. In addition to
this, as per the Tylor theory, the jobs of the employees in the business should be designed in such
a way which requires fewer movement and piece-rate pay system for the entire worker in Airline
services stores (Kotni, and Karumuri, 2018).
Achievement of HR related priority at department level
Qantas Airline Company has achieved the HR and workforce-related priorities at the
department level by developing employee’s oriented organizational culture. It is observed that
management of the Qantas Airline Company takes all the imperative corporate decisions on the
basis of developed HR policies and strategic plans. For instance, If Qantas Airline Company
wants to expand its business then it will first indulge in developing HR policies for hiring more
employees (Schaller, et al. 2017). In addition to this, proper hiring and recruitment plans will be
the core aspects of setting the workforce-related priorities at the department level. Nonetheless,
the HR and workforce-related priorities at the department level is set by the proper employees
oriented policies program and implementing the theories. There are several HRM theories such
as Abraham Maslow's Hierarchy of Needs Theory, McClelland’s Acquired Needs Theory and
ERG theories which embedded the organizational development program with the HR policies.

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These theories establish the nexus between the growth of the organizational and employees
welfare at large (Scheffer, and Heckhausen, 2018). Nonetheless, the synthesis of the scientific
theory is mostly used by the HR department in Qantas Airline Company while designing the HR
policies and program. It is observed that organizational behavior and human resources should be
derived from the synthesis of several sciences including psychology, sociology, anthropology,
political and medicines. For instance, anthropology will assist HR department and employees to
understand the different corporate culture and employee’s behavior. It also assists in identifying
the stereotyping of the employees to work under the team. If some employees are stereotype then
by preparing the separate team, those employees could outperform. It will also increase their
productivity and efficiency of working with their collaborative working behavior (Weber,
Rachman-Moore, and Tarba, 2012).
Contemporary challenges and HR issues
The contemporary challenges and HR issues are based on the corporate strategies developed
by the Qantas Airline Company (Weber, and Tarba, 2010). It is observed that the existing HR
department of the company is indulged in hiring the domestic employees in Australia. The
employees in Qantas Airline Company are feeling less motivated with their work. In addition to
this, with the increased challenges and ramified changes in the work process due to globalized
business process, employees are becoming more rigid with the changes. Consistent changes in
the organizational process of Qantas Airline Company result to the reduction in the employee's
productivity and efficiency of the business. Nonetheless, the corporate strategic plans of the
Qantas Airline Company is to expand its business on the global level and adopting advanced
technologies in its existing Airline services stores to increase the overall productivity of the
business. Therefore, the main contemporary challenges and HR issues are related to hiring
experienced employees and designing the employees oriented work program which could result
in proper motivation to employees. There are several motivational theories such as Abraham
Maslow's Hierarchy of Needs Theory, McClelland's Acquired Needs Theory and ERG theories
and HR policies which have been used by the HR department of Qantas Airline services to
overcome these contemporary challenges and HR issues to prepare the staff members of
company to accomplish the set targets and goals. HR department needs to re-engineer its HR

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policies and procedure with the ramified changes in organization. HR department needs to add
on more training and development program in the processing system. It will not only make the
employees more employable but eventually increases the overall outcomes of the business. HR
department of the Qantas Airline Company needs to focus on the factors in behavior theory,
synthesis of science, theories of performance and motivational theories of business (Ryan, and
Tippins, 2009).
HR related achievements
There are several key HR related achievements if the organization is able to successfully
implement HR strategies program such as it will merge the existing business plan of the
organization with the employee's welfare and organizational development. The HR will need to
lead the company-wide culture change process to shift in the competitive mindset from the
regulatory business framework to employees oriented business model. The main key
achievement of HR department of the Qantas Airline services would be related to the reduction
in the employee turnover, increased number of experienced employees, the creation of synergy
and development of employees in the best interest of the organization. If these results are found
in the business process of the Qantas Airline Company then it will eventually result to the big
achievement for the HR department of the company. However, HR firstly needs to focus on the
hiring, recruitment and selection of best candidates in the organization. It also needs to arrange
proper training and development program to train employees to learn process skills (Qantas
Airline Company, 2017).
Conclusion
Now, in the end, it could be inferred that if Qantas Airline Company wants to achieve its set
goals and objectives then it will first have to focus on preparing effective HR policies to motivate
employees to work accordingly. However, there are several motivational theories and factors
given which must use by the HR department to implement strategic plans. Nonetheless, the main
focus of HRM department should be to establish the nexus between organizational development
and employee's welfare. Proper hiring, recruitment and selection of employees and implementing
effective training program are the key aspect of the HR policies which needs to be designed to

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accomplish set objectives and goals. Therefore, it is inferred that with the ramified changes in the
economic development and organizational growth, each and every organization should
embedded HR policies in the strategic plans of the organization.

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References
Bridgman, T., Cummings, S. and Ballard, J.A., 2017. Triangulating Maslow's Hierarchy of
Needs: The Construction of Management Studies' Famous Pyramid. In Academy of Management
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Management.
Green, P.I., Finkel, E.J., Fitzsimons, G.M. and Gino, F., 2017. The energizing nature of work
engagement: Toward a new need-based theory of work motivation. Research in Organizational
Behavior.
Güss, C.D., Burger, M.L. and Dörner, D., 2017. The Role of Motivation in Complex Problem
Solving. Frontiers in psychology, 8, p.851.
Kenrick, D.T., 2017. Self-Actualization, Human Nature, and Global Social
Problems. Society, 54(6), pp.520-523.
Kotni, V.D.P. and Karumuri, V., 2018. Application of Herzberg Two-Factor Theory Model for
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Qantas Airline Company, 2017, annual report, Available at
https://www.qantas.com/travel/airlines/company/global/en Accessed on 21th April, 2018
Ryan, A.G. and Tippins, N.T., 2009. Designing and implementing global selection systems (Vol.
20). John Wiley & Sons.
Schaller, M., Kenrick, D.T., Neel, R. and Neuberg, S.L., 2017. Evolution and human motivation:
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Scheffer, D. and Heckhausen, H., 2018. Trait theories of motivation. In Motivation and
action (pp. 67-112). Springer, Cham.
Weber, Y. and Tarba, S.Y., 2010. Human resource practices and performance of mergers and
acquisitions in Israel. Human resource Management review, 20(3), pp.203-211.

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Weber, Y., Rachman-Moore, D. and Tarba, S.Y., 2012. HR practices during post-merger conflict
and merger performance. International Journal of Cross Cultural Management, 12(1), pp.73-99.