Emirates Airlines | History, Operations, And Human Resource Planning

About Emirates Airlines

Question:

Discuss about the Technology And Human Resource in Emirates.

Overview of the Company

Emirates are an airlines company that is based in Dubai, the capital city of United Arab Emirates. The group is a subsidiary of the Emirates Group that owns many other businesses (www.emirates.com). The total business is owned by the Government of Dubai’s investment corporation of Dubai. The company owns the distinction of being the largest Airline of Middle East. The airlines operate more than 3500 flights per week which is a huge figure. It is the World’s fourth largest Airlines by the amount of revenue earned and the number of passengers that avail the services of the following company. Ahmed Bin Saeed Al Makloum is the present chairman and CEO of the mentioned Airlines Company, while Mr. Tim Clark is the current president of the company. The company was established in the month of march, 1985 and commenced commercial operations on the month of October 1985. 

Emirates like other companies of the global market faces serious issues related to Human Resources. These issues may cripple the organizational structure of the mentioned company. Some of the main issues that the organization faces are;

1. The Human Resource of Emirates has had a serious impact in technology in recruitment. The HR department of Emirates was earlier dependent on publications like newspapers, to post jobs and get prospects for vacant positions (Laudon & Laudon, 2016). Some other process like networking were used but the recruiters did not possessed the capability to post job vacancies in one or more areas and get millions of people to watch the same all at once. The HR department of the mentioned Airlines has a task cut out to install the latest technology in their ranks which can drastically improve their recruiting prowess.
2. The Human resource department of the company is assigned with the task of fixing the employee remuneration and other benefits according to the market structure. Paying competitive wages to the employees helps the company to ensure a profitable return over the years. The Human resource department of the company ensures this by regular surveys of the market (Peppard & Ward, 2014).
3. Every business organization maintains a detailed digital database on each and every employee in the workplace. Maintaining the digital database of the employees is one of the easiest tasks that help to retain the best workforce of the organization. However the formation of the digital database is very tough to implement for the organizations as because it involves a complex and tough process to implement the total system in the organization. Emirates installed such a system much later in its organizational structure (Sparrow, Brewster & Chung, 2016).         
4. digital system to make the recruitment process a smooth one. Finding employees with the correct mix of skills, personality and motivation is very much tough and it can only be solved by having a huge database which is practically impossible to have without the presence of the digital technology. Even if the recruitment process is handled solely by the HR department or any third party that is appointed by the HR department it is always essential to manage the process centrally or with the help of a central server. The HR department of Emirates faces huge problems during their time of recruitment as because the HR officials have to screen the best amongst a large number of candidates per year.
5. Increasing the productivity of the workforce and ensuring the existing productivity stays intact is another main issue of the HR department of the mentioned company. As mentioned earlier the company is one of the largest International Airlines and operates 3600 flights a week to different places of the globe (Low & Lee, 2014). Therefore it is very much important to maintain the productivity of the organization as because maintaining the productivity helps to make the organization gain a strategic competitive advantage over the rivals in the industry. It is the task of the HR manager to ensure that the resources of the company are adequate to meet the demands of the market. Having a digitalized technology can increase the organizational performance of the organization (Bamberger, Biron & Meshoulam, 2014).
6. Training is an essential element of the company as new employees recruited by the organization must be trained to make sure that the employees are compatible with the system of the organization. In an Airline company like Emirates training programs ought to be digitalized as because the real world situations need to be organized in such a way that it has a direct impact.
7. Maintaining the discipline within the organization, avoiding and solving conflict issues, meeting the unions, solving disputes between the workers are all the work of the HR department. The HR department of the mentioned organization has their task cut out to maintain the discipline within such a large organization. The officials and executive HR’s keep a constant touch with the employees and the unions of the organization to avoid conflict situations as much as possible (Brito Neto, Smith & Pedersen, 2014).

1. Retention helps to strengthen the loyalty of the employees and keeps the employees in the company for a long period. The strategies adapted by Emirates include recruiting, training and operating costs. The mentioned company offers incentives and recognizes its employees for providing outstanding contributions or success to the company. The employees in turn get motivated and perform at the highest level for their company.
2. Attracting the best talent from the market is a big issue for the company considering the market size and the level of competition in the market. The digital culture existing within the organization in the modern world causes much hamper to the recruitment process of the organization. The HR department ensures that it fosters a high level of employee engagement which is the best possible solution to the problem. The following includes the publication of professional development opportunities, sponsored events of the company and peer to peer sharing of data (Sparrow, Brewster & Chung, 2016).
3. HR departments can ease the impact of changes that identifies formal and informal company leaders that acts as an catalyst for change. Such kind of Human Resources are often the leaders but not always who can influence and motivate the workers. Some of the popular practices for managing the changes of the leaders are;

• Addressing the concerns of the people systematically and quickly
• Explaining the reasons behind the changes and what are the needs of such changes
• Identifying the cultural diversity of the employees of the organization
• Enlist the identified agents of change

1. Emirates have recently installed new HR software in its management system which helps it to measure the objective results of the organization. The following software helps the organization to create a database that is necessary to maintain in a company like Emirates. The database stores both internal as well as different external information regarding the employees, service users of the organization, the services provided by the organization and many more as such. Implementation and maintenance of such software help the organization to effectively manage its daily operations and keep an updated information on all the tasks that are performed by the following organization.
2. The responsibility for payroll is shared between the HR department and the accounts department of the mentioned Airlines. The HR department maintains the detailed information about all the salaries, information, taxes, benefits and deductions of the employees (Sparrow, Brewster & Chung, 2016). Any negligence or reluctance from the HR department can lead to serious issues involving discrepancies in salary structure. As mentioned earlier Emirates is on of the best modern companies that provides a healthy salary package to its employees. Regular incentives, rewards, performance appraisals are conducted on a regular basis (Bamberger, Biron & Meshoulam, 2014). The following task is no doubt one of the main tasks of the HR department but engaging too much in keeping the employees happy hampers the other real works of the department which in turn has a huge impact on the organizational performance of the organization. Therefore implementing the strategic plans of the human resource department is much easier when proper software is maintained by the organization.
3. The HR department of Emirates Aviation company has the responsibility of maintaining a detailed record of the health and safety information for different legal commitments of the company. Such kind of records ensures the health and safety issues of the company and makes sure that the company is able to ensure the safety of all its workers. Aviation workers generally face lots of issues regarding safety and thus such rules and regulations helps the company to make the employees more aware of the potential threats that exist in such a workplace. The company is also amongst the few that has a specific record of the health details of each and every employee. The health details are recorded to provide the employees with the proper treatment during any medical emergencies.

Human Resource Planning by a business organization can be defined as the present and future human resource needs of the organization to achieve the target of the company. The planning of the human resource must be organized to serve as a bridge in between the management of the Human Resource and the strategic planning of the organization (Gatewood, Feild & Barrick, 2015). The Strategic planning of an organization can be segmented out mainly into three categories based on the time limit of the integration, implementation and success of the plan. They are long term, Medium Term and Short Term. The researcher has provided a detailed explanation of the following.

Long Term Planning of the Organization involves the determination of the strategic plans that covers a large time period of nearly 15 to 20 years. The long time period is used because of the large scale impact of the plans (Kavanagh & Johnson, 2017). Emirates currently has a workforce strength of more than 35,000 staffs and given its current expansion rate it will have a minimum of 1, 00,000 strength of workforce by the year 2035. The expansion rate of the company across the World is basically because of its objectives to be the number one Airlines Company of the globe.

The medium term planning by Emirates Airlines Company applies permanent solutions to short term problems that act as a resistance to the smooth functioning of the organization. If the training programs for the employees of the Airlines group are solved in the short term. There are often customer complaints on some of the most common issues faced by service users who avail the services of the Airlines (Bodolica & Spraggon, 2014). The HR department of the Company makes a record of such issues and solves the issues as early as possible within a medium range of time period.

Short Term Human Resource Planning is concerned with the implementation of some selected planning within a very short period of time that may vary from 1 to 5 years. These plans are easily achievable within the stipulated period (Armstrong & Taylor, 2014). Generally such strategic planning is formulated to make sure that the organization meets the shortfalls of the workforce, improves the organizational performance of the employees and helps the organization to make drastic and immediate changes to the organization. 

References

“Emirates Flights – Book A Flight, Browse Our Flight Offers And Explore The Emirates Experience.” Emirates flights – Book a flight, browse our flight offers and explore the Emirates Experience. N.p., 2017. Web. 11 Oct. 2017.

Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.

Bamberger, P. A., Biron, M., & Meshoulam, I. (2014). Human resource strategy: Formulation, implementation, and impact. Routledge.

Bodolica, V., & Spraggon, M. (2014). Managing Organizations in the United Arab Emirates: Dynamic Characteristics and Key Economic Developments. Springer.

Brito Neto, J. F., Smith, M., & Pedersen, D. (2014). E?learning in multicultural environments: An analysis of online flight attendant training. British Journal of Educational Technology, 45(6), 1060-1068.

Gatewood, R., Feild, H. S., & Barrick, M. (2015). Human resource selection. Nelson Education.

Kavanagh, M. J., & Johnson, R. D. (Eds.). (2017). Human resource information systems: Basics, applications, and future directions. Sage Publications.

Laudon, K. C., & Laudon, J. P. (2016). Management information system. Pearson Education India.

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

Peppard, J., & Ward, J. (2016). The strategic management of information systems: Building a digital strategy. John Wiley & Sons.

Sparrow, P., Brewster, C., & Chung, C. (2016). Globalizing human resource management. Routledge.