Human Resources And Performance Management In Gold Coast Airport

Employee Population and Human Resource Management in Gold Coast Airport

The Human Resource Manager is one of the leaders in any organization with one of the most demanding tasks. This is the person who is responsible for all the employees in the company. The way employees perform or deliver on their duties is largely dependent on how the HR manager treats them. The HR manager should, therefore, be a person who can exercise both strict authority and friendliness all at the same time. Otherwise, the business will fail, and the blame will all be passed to them. In this report, we are going to examine an influential company in Australia, Gold Coast Airport, which part of Queensland Airport Limited. Various aspects of the employee population of this company will be discussed, including the number and type of employees that they have. Multiple elements of the human resource segment of this company will also be discussed in great detail.

Queensland Airports is a regional air transport specialist with airport terminuses in various cities in different regions including Townsville, Gold Coast, Longreach and Mount Isa. With its base in Queensland, Australia, the company boasts of being under exclusively Australian ownership. 9in this case we will focus only on the Gold Coast airport, which is said to be among of the busiest international airports in Australia (Nam Nguyen & Mohamed, 2011). I come from near the Gold Coast airport, and from the number of passengers they are reported to handle each year (over six point five million people), they sure must have an equally huge supply of employees to control the ever-increasing number of passengers coming in and out of the airport. Though they could not reveal the exact number, the company is said to e enjoying the services of more than two hundred employees, most of whom retained their jobs after the expansion of one of its terminals. Overall, it is evident that this company is quite a big one.

Based on the flexible firm model put forward by Atkinson, it is impossible to say that Gold Coast Airport has only one type employee. But we can say that the majority of employees in this company fall under the category of core workers; workers with full-time employment agreements with the company. For that case, therefore, they provide the organization with functional flexibility. This group of people includes managers, pilots, communication personnel, and many others whose services the company cannot afford to buy on a contractual basis.

Retention Levels and Reasons for Retention

Moreover, there is also the minority population of employees who provide the airport with numerical flexibility. As I found out, these people play a role that is just as important as the other group of employees, because their actions are the ones that influence fluctuations in the market. The research I did revealed that they interact with the customers of the business even more than the majority core workers (Nam Nguyen & Mohamed, 2011). They include the sweepers and ushers and many more. They, in one way or another, are more responsible for customer satisfaction and pleasure than anybody else.

Given the large number of workers that Gold Coast Airport employs, it is without a doubt that the company has a Human Resource department that is dedicated to its sole function of recruiting and training new employees where applicable.

Gold Coast Airport uses a Human Resource approach that aims at getting the best out of their numerous employees. As per the results of this research, the HR managers spend a great deal of time and resources to get the best out of their employees. This they do by ensuring that new employees are trained and retrained just in best practices for customer satisfaction. And all the employees are hired by very high standards of merit, both in academics and in other areas as may be appropriate to the management.

After in-depth research and consultation with the Human Resource Manager of Gold Coast Airport, it can be concluded that the company has not left out any roles or elements as per the postulates of the strategic human resource management model of Nankervis et al. In fact, as it turns out, it is due to their strict adherence to this model that Gold Coast Airport stays on top of most of its peers.

The following is a brief description of the HR functions performed at each of the levels of the model proposed above, regarding Gold Coast Airport.

1. Strategic-he assesses the current staff, makes decisions and projections on the needs of the workforce in the future, and in alignment with business goals and objectives.
2. Operational- the personnel here are the ones responsible for the hiring, training, and retraining of new employees whenever and wherever it becomes necessary.
3. Functional- they focus all their attention on employee satisfaction.

For this assignment, I have decided to pick Gold Coast Airport as my company of choice because it is where I dream and intend to work in.

Leaving or retaining a job when faced with difficulties is often one of the most challenging decisions to make in life. And, regardless of the magnitude of problems sometimes people have in their jobs, they opt to stay. In this essay, I have attempted to discuss some of the reasons why people would rather face whatever atrocity plagues them at work than leave their jobs.

Performance Management Plan for HR Manager

First off, from my point of view, the first reason someone would decide to retain their current job is because of the difficulty in finding another one. Coupled with the fact that unemployment rates are so high today, unless someone already has a guarantee of getting another job elsewhere, dropping the job is usually not the best option.

An employee may also choose not to terminate their employment with a company that doesn’t pay handsomely due to the mere fact of appreciation or acknowledgment. There is a good feeling which comes with being recognized for the work you have done, regardless of whether the recognition is given in private or in public.

For the specific case of Gold Coast Airport, studies have shown that they have very high retention levels. This can be attributed to the way they treat their employees and their excellent reward system. I interviewed a few workers in the organization and what I found out is that most of them have been there for an average of seven years (Nam Nguyen & Mohamed, 2011). Thanks to the excellent treatment they get from their HR department.

The initial segment of an execution performance management plan is to survey and evaluate outcomes accomplished as far as past objectives of the management are concerned. These give the measure of progress, noting the inquiry: how would HR manager in the mentioned firm know whether execution has made strides or not, the effects based on such executions, therefore making the past and current execution at that point turn into the springboard for management. Secondly, an execution performance management plan is forward-looking, with an emphasis on future objectives. It might contain complex thoughts and data however basically; this piece of the arrangement ought to complete two things (Bajracharya & Khan, 2011). Initially, it should express what objectives are wanted, and also it should state how they will be accomplished. These may identify with individual, group or more extensive authoritative objectives.

Company: Gold coast Airport

Position: HR manager

HR manager job responsibilities:  Keeps up and upgrades the organization’s HR by organizing, realizing, and HR game plans and evaluating delegate relations, tasks, and practices that are of importance to the organization.

HR Manager Job Duties: the manager performs various duties such as keeping the organizational work structure through creation of business necessities and setting desires for all positions.  Another role of HR manager is maintaining the organizational workforce through enrollment, testing, and meeting various program; advising chief staffs on the competitive decision; coordinating and researching upcoming business overviews; commending the required change. Prepares staff for tasks by working up on exhibition and planning programs.  The human resources manager also has the obligation to maintain a remuneration configuration by leading projects, making and valuing the reports; booking and coordinating occupation evaluations; preparing pay spending plans; checking and booking solitary pay exercises; recommending, organizing, and executing pay configuration programs.

Conclusion

Qualifications: Bachelor degree; or masters in the field of HR, business administration and other related field. Voluntary certification, and work experience of up to five years, and the fundamental decision making, organizational, leadership and speaking skills and the capacity or the ability to use HR management software.

Compensation: The HR manager will be paid the annual salary of $104,430 as per the company’s remunerations.

The most suitable performance review method in this particular position is based on the checklist scale of performance evaluation. Based on the random question that is asked to the HR manager, the manager showed exemplary above average skills on matters related to problem-solving ability, teamwork, task initiative and result oriented. The reason why this type of performance review was chosen is because it gives full insights on either the behavioral or the trait methods of the job seekers, it advantageous in the sense that it allows the scale to be check marked based on the criteria the employee meets and the blanks are left in those that they don’t meet. On the contrary, the method does not allow for the detailed answers and analysis or assessment of their performance criteria unless in combination with another method. The table below presents the entire story. 

The article by Diana L. Stone and Diana L. Deadrick about the problems and opportunities affecting the future of human resource management present various factors which may affect the future of Human Resource for example changes in the economy, globalization, domestic diversity, and technology.  First of all, the first challenge of the future HR process is the economy transformation from manufacturing to service or information-dependent economy. This technology dependent economy is seen through fall in manufacturing and development in services or learning as the middle section of the monetary base. A knowledge-based economy can be seen as a model given purchasing and offering of administrations or giving a brief comment. A knowledge-based economy is alluded to as the use of data or information to create strong and elusive esteem.

A couple of market experts battle that organization practices are at present overpowering the economies of technologically advanced states, and data heightened administration or associations are seen as a subset of the general service economy Research on HR in the worldwide setting has concentrated on three different approaches to manage an understanding of the issues that rise in overall conditions: worldwide and diverse parts of HR. Universal systems revolve around HR process, structures, and practices in different socio-social settings and assorted geographic spaces. It likewise traces the life systems of MNCs and considers the special arrangement of HR issues that happen in these specific circumstances. In spite of the fact that scientists contrast on the elements that influence HR rehearses in global conditions, most concur that these accompanying factors impact these frameworks: relevant factors, (for example, the host nation’s legitimate framework, social separation between have nation and representatives’ nation), firm-particular factors, (for example, the phase of internationalization, kind of industry, interface amongst system and structure), and situational factors, (for example, staff accessibility, requirement for control, location of basic leadership.

Finally, a part from the existing economic ups and downs and globalization, firms are likewise confronted with significant moves in the composition of the U. S. population (Bajracharya & Khan, 2011). Specifically, it is normal that our populace will be more aged and all the more ethnically differing by 2060. For example, reaching the year 2060 if is like that one out of five Americans will be 65 years old or more seasoned, and the number of working age individuals in the populace (ages 18 to 64) will diminish from 62.7% to 56.9%. Alongside the age-related changes, the work estimations of more youthful ages are relied upon to be unique about past parties. Therefore, associations should create HR processes that are lined up with the essential objectives and the estimations of different ages of representatives.

The second article creates emphasis on the effects of technology on the upcoming HR management. As preempted, Data innovation or information technology has generally affected relatively every part of our general public. From the creativity of the telegraph to the making of cell phones, it has transformed the nature of knowledge, our lives and how we carry out our occupations. For instance, innovation has changed the way we buy items, speak with others, get social insurance administrations, deal with our funds, and instruct our understudies. It has additionally profoundly affected hierarchical procedures, incorporating those in Human Resource Management (Bajracharya & Khan, 2011). Technology has affected HR process through various ways attracting a talented and complex workforce that can keep with the job demands; it has raised the knowledge, skills and the abilities of the employees and also it has influenced the employee reactions to respond to e-PM feedback. In general, the employees would favor more intelligent, relational, data situated methodologies in all basically every one of the regions of human asset administration.

Conclusion

In conclusion, the success of a business is reliant on, among other factors, how well it treats its employees. This is the purpose of the HR manager to see to it that employees are motivated to perform their obligations to the best of their ability. HR managers should, therefore, strive as much as possible to incorporate best practices that compel works to stay with them. 

References

Bajracharya, B., & Khan, S. (2011). Building active and healthy communities: An analysis of council initiatives. In State of Australian Cities Conference (pp. 1-10).

Nam Nguyen, H., & Mohamed, S. (2011). LAn empirical investigation. Journal of Management Development: eadership behaviors, organizational culture and knowledge management practices 30(2), 206-221.

Stone, D. L., Deadrick, D. L., Lukaszewski, K. M., & Johnson, R. (2015). The influence of technology on the future of human resource management. Human Resource Management Review, 25(2), 216-231.

Stone, Dianna. L., & Deadrick, D. L. (2015). Challenges and opportunities affecting the future of human resource management. Human Resource Management Review, 25(2), 139-145.

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