Case Study Of Qantas Airline Company

Brief description of the company

Discuss about the Case Study of Qantas Airline Company.

This study will discuss about the Australian airline company Qantas. It was found in the year 1920 that has grown to be one of the largest airline (Qantas AU, 2018). They have built a strong reputation in the market about their safety, operational reliability, customer service and performance in the market. The airline brand is operating regional, international and domestic services.

Size of the employees:

Qantas has an approximate employee list of 30,000 people. They fly thousands of customers on a daily basis with the assistance of the 30,000 employees (Qantas AU, 2018). The company and their workers have a strategy to maintain a good relation with the clients and co-workers. The workers in Qantas make sure that they are treating each other and the clients with optimistic, inventive, genuine behaviour that makes the brand a great organization (Sarina & Wright, 2015). The employees also contribute a good amount of their work life to meet the important issues in the organization. They have a cabin crew team that helps the unfortunates and disadvantaged people.

Types of employees:

This paragraph will describe the employee management with reference to the Atkinson flexible firm model. This model describes to design the workforce to meet the organizational target through flexible staff management. Qantas has a flexible staffing system and the staffs make sure that the customers are satisfied with their service. The company had faced a downfall in the year 2012 since then it is trying to improve its condition and make a better staff management system (Investor.qantas.com, 2018). They also initiated reward programs to encourage the workers to work flexibly and smoothly in the organization.

Description of the HR and their role:

Qantas had faced a turbulent phase since when the HR strategy has been strengthened and they are focusing on HRM of the company. The HR management has made the organization one of the largest turnarounds in Australian history. The HR team was specially formed in the year 2013-2014 to assist the implementation of transformation plan that resulted in a profit by 2015 (Weller & O’Neill, 2014). The HR contributed to the design and the plan for transformation partnering with the single businesses to encourage sustainable transformation and cost outcomes.

HRM model by Nankervis:

According to Nankervis the role of HRM are varied and depends on the nature of the organization. It includes the vision, skills of HR professional and line manager. The main responsibility of the HR is to ensure that the organization is including the proper number of employees with the desired quality and skills required for the company (Nankervis et al., 2013). On a contrast the HRM of Qantas is somewhat similar but they need to emphasis more on their HRM strategy and build a better scope for future development. The company must focus on their management skills to avoid any disturbance in employee management system.

Size of the employees

Approach to the HR:

The Qantas airlines was on the verge of reducing their cost in the past few years. This created a lot of disturbance in the entire system. However, the new HR models are unable to recognize the fact that the workers are unable to express their needs and the idea of work life balance is outdated. They HR should make sure that the workers are meeting their need and the outcome sis not forced from them (Hampson, Junor & Gregson, 2012). The HR should emphasis on the factor that the workers are completely dependent on the satisfaction they are receiving from the work life. They should not be forced to given an outcome that might hamper their interest from the organization. The HR can create a high quality work place that will encourage the workers to enjoy their work life.

Description of the HR function that are performed:

Qantas has HRM resource in four major areas such as the business segments, shared services, corporate, shared services, development and learning. The HR is responsible for the right of the people and providing training to the newly hired under job analysis. There have been few gap in delivering the responsibilities in the organization that has led to few confusion and conflicts in the entire organizations (Low & Lee, 2014). The HRM has failed in change management and analysis strategy. The HRM is responsible for the employee remuneration and as well as benefits.

The company that will be discussed in this task is the Commonwealth bank, Australia. The company maintains few employee friendly strategies that attract the workers and enhances their job retention tendency in nature (Robbins et al., 2013). The company typically focuses in their employee management skills and tries to provide their best skills for managing the workers in the organization.

High level understanding:

The primary reason for the employees to continue in the company are the company has an extremely employee friendly attitude for their workers and tries to maintain a good relation with them. The company spontaneously supports the staffs and motivates them to maintain a healthy and work oriented life. They support the workers to in cult their culture and also motivate them to meet the goal in the work place (Bernstein, 2012). They also offer rewards to the best working employee and the thus encourages them to meet the target or do extra work in the organization. They also considers few things like flexible working hours for the workers, public acknowledgement. They make sure that the employees financial contributions are meet (Telfer, 2017). They maintain a clear and open communication skill with the workers and also maintains a proper transparency while communicating with the employees.

Types of employees

Key learning concept:

The company maintains a concept of hiring the right person for the company who is suitable to meet the company requirement. The company acknowledges the employees and also motivates them to meet their target (Rodwell & Teo, 2013). They reward for the best employee thus increasing the interest of the workers. Thus this has become the main reason why the staffs prefers to stay in this company and they remain in this company.

Job description and overview of the company:

The paragraph will describe about the job description and role of the HR role in the Commonwealth Bank. It is an Australian multinational bank and has business all over the world. It also includes variety of financial services and is listed one of the largest company in Australia. The company has a requirement for hiring the desiring and able workers who will be worth working for the company and will make sure that they are giving their best for the company development.

The study will discuss about the role of the HR in the company. The role of HR is very important in every organization (Jiang et al., 2012). The HR specialists are responsible for hiring, recruiting, interviewing, managing and placing the workers in the company. They handle employee relationship, direct and coordinate them and also manages them as per requirement. The HR role has two divisions among which one is HR recruiter and the other is responsible for managing the worker. The HR generalist carries out the responsibilities in the areas like: department development, information system, employee relation, training, development, benefit, employment and benefits to the company. The HR makes sure that the employees are working accordingly and comfortably in the company and are able to meet the company aim.

The recruiter will partner will the manager in the company and meet the need of the company. This position nurtures the relationship with talented workers and helps them to utilize it to give their best in the performance (McDermott et al., 2013). The position of a HR is very important for the company as they decide the selection of the employees and handle the challenges faced by the employees in the workplace. The employees are placed in the company by the selection of the HR.

• They need to develop and implement strategic initiatives for recruiting the diverse talents.
• Work with managers and hire the best quality workers for the organization
• Develop a string relationship with the hiring manager.
• Manage full cycle recruiting process, meet the goals for recruiting, and implement employment marketing strategy.
• Tracking and reporting key metrics to measure and predict the activities of the staff.
• Implement the search strategy for selection of vendors and performance metrics.

The most suitable performance for them is it hire new employees and analyse the qualities in them that can be used by the company to meet their target and improve the condition of the organization. Every organization a spires to improve and expand. It is the role of the HR recruiter to the best possible worker for the organization. The HR scrutinized the quality in the workers and uses them to meet the company goal (Bolden, 2016). The company also depends on the HR to hire the best performing workers who will be suitable to give their best to the company. The HR is the core of the company working system as they are solely responsible for the proper management and working of the organization. The production count and quality is completely dependent on the HR selection. As the HR selects the worker who will be eligible to work for the company. The most suitable type of performance of the HR is hiring new candidates for the company. The HR is responsible for hiring the best worker for the company and has to make sure that they are making proper decision. 

Description of the HR and their role

The job role of the HR is to create a better selection in hiring the best employee for the company. It is important for the company to select the best worker for the company and hire the skilled workers who are eligible for the job role (Daily, Bishop & Massoud, 2012). The HR has to make sure that they are hiring the employees accordingly. The role is highly important and the company relies on this role as the production standard and quality is dependent on this step.

This section of the study will focus on the pros and cons of the performance by the HR in the company. The job role of the HR is most important and is highly on demand to create a better working of the organization. However, there might be few risks related to this performance.

Table 1: Pros and Cons of the performance of the job role

(Source: Low & Lee, 2014)

Importance for a proper work place environment:

Workplace is the place where the employees have to give their best performance to get a better outcome in work life. The combination of good work and environment determines the capability of an individual to survive in the company or organization. According to Weller & O’Neill (2014), a workplace must have a good environment for every job role starting from the role of a sales person to the auditing person. The environment determines the chances for an employee to give their best in the workplace. This was also supported by McDermott et al., (2013) stating that if the environment is healthy and promising then the workers automatically get interested to work and gives their best to the company. It was stated by Bolden (2016), which if the communication is clear and there is clarity in the communication the workers will be able to work according to the company requirement.

The author also stated that communication plays a vital role in every job role. There are high chances of success and better performance if the communication between the workers and the officials are clear and fluent. A work environment with good communication system encourage the workers to maintain a good relation with the co -workers and increases the team spirits. It was said by Weller & O’Neill (2014), that team spirit forms the core of a group and positive environment. It encourage the workers to work in group and improve their skills and at the same time provide a better performance in their job role. A group performance also includes rewards and recognition thus encouraging the individuals to perform the best. Low & Lee (2014) stated that a work environment that encourages diversity, creativity, growth, makes the workplace a preferable place for the user. However there is too much of relaxation and no professional ethics might not be successful for business growth. Too much good environment and no professional rules might discourage the workers from giving their best performance and thus decreases the standard of the company. As stated by Robbins et al. (2013), the workers must assure a proper balance in the work place that will help them to maintain a professional environment and also help them to work with a proper environment. This is required in every organization and thus it should be maintained in them.

HRM model by Nankervis

Recruiting is most important part of every organization. a proper selection of  employees determine how well the company would perform or give service to the customers. The companies must make sure that they are giving their best to select the worker and implement in the correct position. According to Bernstein (2012), a proper recruitment process will fulfil the desire of the company to get the best and needed service from the workers. The HR has to make sure that they are receiving the best performance from the hired workers. The production and performances of the company is determined by the types of worker they hire for the company. According to Chapman, Howe & Ainsworth (2015), the company should also give chance to the immature and fresher’s to the company instead of always hiring the experienced and skilled workers. The fresher’s should also get chance to work in these organization as it might be known that one day they might achieve a certain target that is most desired by the company or organization (Telfer, 2017). The need for proper selection is important along with this the identification of the employees skill should be done accordingly so that they can be placed in the organization in the position where they can give their 100%.

References:

Bernstein, L. H. (2012). Posts Tagged ‘Human Genome Project’. J Am Coll Cardiol, 60, 722-729.

Bolden, R. (2016). Leadership, management and organisational development. In Gower handbook of leadership and management development (pp. 143-158). Routledge.

Chapman, A., Howe, J., & Ainsworth, S. (2015). Centre for Employment and Labour Relations Law The University of Melbourne.

Daily, B. F., Bishop, J. W., & Massoud, J. A. (2012). The role of training and empowerment in environmental performance: A study of the Mexican maquiladora industry. International Journal of Operations & Production Management, 32(5), 631-647.

Hampson, I., Junor, A., & Gregson, S. (2012). Missing in action: aircraft maintenance and the recent ‘HRM in the airlines’ literature. The International Journal of Human Resource Management, 23(12), 2561-2575.

Investor.qantas.com (2018) QANTAS ANNUAL REPORT 2017 retrieved from: https://investor.qantas.com/FormBuilder/_Resource/_module/doLLG5ufYkCyEPjF1tpgyw/file/annual-reports/2017AnnualReport.pdf [Accessed on 18th July, 2018]

Jiang, K., Lepak, D. P., Han, K., Hong, Y., Kim, A., & Winkler, A. L. (2012). Clarifying the construct of human resource systems: Relating human resource management to employee performance. Human resource management review, 22(2), 73-85.

Low, J. M., & Lee, B. K. (2014). Effects of internal resources on airline competitiveness. Journal of Air Transport Management, 36, 23-32.

McDermott, A. M., Conway, E., Rousseau, D. M., & Flood, P. C. (2013). Promoting effective psychological contracts through leadership: The missing link between HR strategy and performance. Human Resource Management, 52(2), 289-310.

Nankervis, A. R., Baird, M., Coffey, J., & Shields, J. (2013). Human resource management: strategy and practice.

Qantas AU, (2018) Fly with Australia’s most popular airline ê Qantas AU (2018) retrieved from https://www.qantas.com/au/en.html [Accessed on 18th July, 2018]

Robbins, S., Judge, T. A., Millett, B., & Boyle, M. (2013). Organisational behaviour. Pearson Higher Education AU.

Rodwell, J. J., & Teo, S. T. (2013). STRATEGIC NRM lN FOR-PROFIT ANO NON-PROFIT ORGANIZATIONS IN A KNOWLEDGE-INTENSIVE INDUSTRY. Human Resource Management in the Public Sector, 9.

Sarina, T., & Wright, C. F. (2015). Mutual gains or mutual losses? Organisational fragmentation and employment relations outcomes at Qantas Group. Journal of Industrial Relations, 57(5), 686-706.

Telfer, R. (2017). 15 Improving aviation instruction. Aviation Psychology in Practice, 340.

Weller, S., & O’Neill, P. (2014). An argument with neoliberalism: Australia’s place in a global imaginary. Dialogues in Human Geography, 4(2), 105-130.

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