Human Resource Management For Silvertail Airline

Potential Implications of a Plan to Retrench Cabin Crew Members at Silvertail Airline

Discuss about the Human Resource Management for Silvertail Airline.

The plan adopted by San and Bobbi would lead to retrenchment of some cabin crew members who already have experience working with silvertail flight. Reputation of the Airline is a detrimental factor that should be considered by the management before the plan is put into action. The airline is oriented in penetrating the market with the help of people under the age of 30; these young minds will be happy with the new plan since they possess innovative thoughts and are lively.

The youthful employees with good looks make the organization to have a strong brand by their flexiblility to the conditions which exist in the entity. The passengers who do booking of the flights in these airlines are interested with quality delivery of services. Innovative is enhanced by bright minds working in the crew because the young academic elites have got more creativity that is utilized in the industry to implement the action which is referred as disruptive. Cohesion may be lost among workers at the ground level and the crew committed for quite a long time in making the airline services the best in the world

The subject of the matter is that the industrial action and demonstration may be experienced from the remaining crew.  The old may fail to work in a way that is expected due to their colleague’s retrenchment. Another instance is that young and creative crew may be so arrogant to coordinate all the activities in the job specifications. This action may lead to loss of operations management to even the senior most staff and this may lead to decline in the future profits. Given that the cabin crew is old enough to be their mother the clients are oriented on the customer based handling of passengers. The nature of being sensitive may ignore the old and less innovative crew and this may not meet their level satisfaction and utility is not maximized hence a danger to the entire industry. “(Paul, 2012) said the business class prefer quality decks and upper choice is considered in the allocation of the sitting arrangements”.     

Silvertail shareholders are old and they are the enforcers of many regulations and policies that exist in place in the flight. They also select the workforce which is the same age consideration in employment because they tend to think of professionalism and work ethics. As opposed to the young cabin crew who are freer to engage in illegal substances, malpractices, offenses and drug abuse endanger the going concern of the Silvertail.

Reputation and Age Considerations

This effect may be dramatic and immediate when the innovative individuals who are mostly freethinkers and not restricted by laws are hired in the management of the flight. The individuals mandated to handle even the crucial operations are supposed to be careful. Employees are spontaneous in delivering activities not to annoy the old clients in the age of 40s and 50s. The low cost carriers may overtake Silvetail during the transition phase of changing the number of old employees and replacing with young crew. The transition may lead to falling in share price and implications will extend to the domestic and international market.

The fact that the directors who were the choice of the investors are replaced with meaner and leaner directors might displease the institutional investors. Directors will withdraw their support and financial base from the company as result of implementing the plan. Marketers are to be considered as bright and zesty who are engaged in the advertising and functions of accounting and smattering of experts. This huge workforce will acquired from USA and their CEO will also be new in the aspect of being open minded.

The original structure will be affected since the new crew will adopt a plan that is different from the previous.  This contributes to dismantling and disappearing of the most positions concerned with management purposes. Closure of regional branches will decrease the revenue collected from those branches and the outsourcing of maintenance experts is the major contributor to this factor. Some of the qualified young employees tend to lack the initiative which may lead to an adverse effect to the Silver tail. These conditions required dedication given that a sense of direction is required to operate effectively and in an efficient manner.

Implications will be a disoriented workforce in the management under which the CEO will not be in a position to advise or change the workers. They are regarded as frumpy and nice in a way unique and also good. Enthusiasm is required in the entire obligations that are assigned to these individuals to be able to operate in a manner that will maximize the benefits. Depreciating these old workers their right to entitlement is inhuman. Their time to get management position is gone and they cannot go back to school to acquire new skills and a degree in the career that will sustain them.

The minds of these old employees who are active in enhancing the compliance with global standards is specifically tuned to serving the Silvertail to its best interest and have no hidden agenda. Conflict of interest is a major reason why most entities fail in their operations and planning.  The management may consider the fact that the already existing cabin crew has dedicated all their efforts towards serving the industry according to the standards set. The court of law may institute a heavy penalty to Silvetail in case the old cabin crew is stopped from being part and parcel of the flight services. Considering the fact that if the individuals would not have accessed the employment opportunity in the company, they would otherwise have shifted to another employment into desk job or the entitlement of the positions dealing with the management.

Impact on Management Structure and Operations

The former employees are well embodied with diverse knowledge and can respond to problems as compared to the new and innovative staff fears tackling problems. The experience of being in the industry is a real advantage to the individuals who seek to retain their employment in the company. Some of these are the bread winners of their families and also support the major activities undertaken in Singapore since they have already invested in various organizations.

The reputation will be harmed given that they will withdraw all their savings from the mutual funds and groups which finance their undertakings while in the company. The entire public will be aware of the situation in the process of the retrenched workers. Individuals are seeking to support themselves from savings and odd jobs who were previously the trusted and dedicated workforce in the entity. There is greater potential to be sued in a court of law in Singapore given that they are considering that the workers are entitled to the positions. They have been rem0ved without notice all due consideration. There exists the possibility of suing in the court of law in case the firing process is successful for the old. Reputation is at risk and might be compromised by the bad publicity.

The management aims at making life less comfortable for the flight will affect the clients. The passengers might be looking for another alternative incase this plan is implemented by Sam and Bobbi. The three star hotels instead of the five star hotels may be seen as reducing hated comfort zone of these old cabin crews but this will not make them to stop their work in the entity. It will result into reduction of the revenue and profits generated since the passengers prefer the classic and expensive five star hotels as compared to the low cost hotels which are less comfortable. Reducing the number of cabin crew per flight halters the general operations by not adhering to the set criteria that should be followed in order t implement the void policy. “(Martin, 2012) said about competition in the region where there is low cheap cost flights and the under management issue.

Long leaves are an alternative for getting rid of the old from the organization by awarding them heavy perks that will sustain them during the off. However the costs incurred from the payment of salaries will intensify leading to complexity in cost accounting of the entire crew. I would not advocate this measure as this will lead to payment of ghost workers who are not in their place of work but are frequently paid to sustain the new and young innovative crew. The decision to keep the cabin crew at their homes does not solve the problem at hand since the concessions of travel advisory services advocates for the negativity of eliminating the staff.

Implications for Old Employees

The long haul flights will be affected as result of the implemented plan because they rely on the activeness and faster undertakings as compared to other flights. Allocating the old cabin crew will lead to loss of benefits and the profits made either on monthly basis or annually basis. This approach which will be implementd in this perspective of changing the line of operating staff and workers entitle with responsibilities of adhering good performance. “(Leah, 2011) said the recognition is resignation is detrimental in considering the redesigned areas of working in flight management”.    

The plan may tend to increase the gearing level of Silvertail as they are trying to merge skills with the competitors who are already fit for the circumstances that they found themselves into. Benchmarking would have been a necessary approach instead of engaging in the malfunctioning activity. Action of firing off some old individuals who possess the confidential and important information that is crucial in the operations of the flight is not commendable.

The competitors will always remain ahead and this lead to low number of customers given that the passengers will prefer the fight which is stable and it is not struggling to implement some policies which does not suite the criteria. The persistent lack of coordination will be order of the day for the remaining staff because they will not accept to be commanded by the young and ignorant cabin crew according to them. The guys will be thinking that they are the one to have the job instead of the young and innovative have violence there will be lack of cohesion among the workforce. However the plan to increase the qualification may be seen as successful because it is hard to complete a degree if a person is a member of the cabin crew.

Use of multiple qualifications can be seen as an option to approach the unwilling workers who do not want to leave their original status. Introduction of new rules to qualification where there will be a criteria to be attained for the workers of being able to speak a second language such as French in an English originality flight. The new hires will be favored by this aspect because they have already been in learning institutions where they got the training in speaking both the languages that suits the business class individuals. The jobs will be left for those with capability to be bilingual and also possess a degree and this automatically disqualifies the old. The old ones will find it much harder as the reason behind this was to do away with them in the first place of implementation. “(Ben, 2010) said the US has been overtaken by Singapore and other major airlines in the world as being the biggest”.

Risk to Reputation

The company introducing language classes and a degree is an initiative to consume the time and the old will find it hard to combine academics with work.  The laying off will happen henceforth. The company contributed for payment of the fees and all the spending that will be incurred in the entire learning process. It is not considering the losses and the amount of money that will go to waste and underutilized resources because most of the old people will either dropout all feel that the circumstance is so hard for them to persevere.  Making things hard for the staff members will introduce the issue of bureaucracy into the system. Formality tends to slower the performance of the crew due to the technicalities and the formal procedures that ate to be followed.

Changing the job description in the first place will result to getting the inappropriate trainees for his job who might not understand the motive of the company behind the change of the entire descriptions. The main aim of the management as it is stipulate by Sam and Bobbi is to make the internal competency very hard for the old to go through. They will get rid of them from the company.  Training of cabin safety may make the environment cumbersome for the old who might opt to leave due to unjust circumstances that are introduced by the management of Silvertail. (Charles, B. (2013) said that the main contributor to the economy of Singapore is the airline industry hence the emphasis in budget allocation. Downsizing entails a reduction of the workforce of the organization and reduction of the scale and scope of a business to improve the performance in terms of finance perspective. The activities are undertaken as a set and the management aim at improving the organization structure, also to improve the profit initiative and reduce the expenses incurred. The trend aims at creating havoc among the millions of employees in the industry dealing with flight across the world. People will be made to lose their jobs with a short notice issued and thus uncertainty regarding the jobs.

It will entail the tactic of downsize and cost cutting and also optimizing resources to survive the slump. The entire activity will do more harm to the company as compared to the good because low morale among workers will be experienced and loss of loyalty with the expertise that the key personnel possess. These individuals will go with their knowledge and their expertise to look for greener pastures in terms of new employment. The retained employees face demoralization since employment has already been disrupted and destabilized. Environment of downsizing is itself unfriendly and will affect the quality of work that will be produced. 

Impact on Passengers and Revenue

These tactics might be employed by mangers in the exercise of implementing downsizing: Adapting to a compensation system similar to that used by the many firms in Japan where the salary is accompanied with a bonus based on the level of profitability and exceeding the performance standards of the Airline. This tactic is cumbersome and requires the Airline to be proactive hence it should not be implanted when the cost reductions are imminent. “(Zechary2012) said the global economics allows for the management in accordance to the policies and rules set by Airlines”

Sharing the cuts across the organization is a process which entails firing an approximate of 10% of the workforce. The numbers of objections that are gathered from these activities are also surprising because there is reduction in number of performed functions. Work areas are terminated and introduction of fringe benefit cost which is not as well engaged into reduction since it is a presentation of semi- fixed costs. It is necessary to retain the workforce rather that result to the expensive process of hiring which is not always fruitful since it is risky. The hour bank is a tactic that best works with BMW in Germany where banking of hours is possible through overtime working when the economy is booming.

Employees are guaranteed a fair remuneration from the hours worked and instead of receiving the perks of the overtime, the hours are banked. After a considerable time the employees can withdraw their banked hours and receive full remuneration for working either partial work or full work week.  “(Sarah, 2015) portrayed a greater different in financial perspective of the profits and the total revenue collected”.   

Alternative to downsizing tactic is in-house work where the organization can bring the work in the premises which was initially contracted to a third party through outsourcing. The services that the airline in Singapore buys outside can however be manufactured in-house and this solely depends on the competency levels and the status of the contracts with the suppliers. Silvertail may also hire internal consultants in Management information system and sell their services externally.

These tactics of flexibility in deployment of staff is essential where the transferability of employees is possible from one locality to another. Additional training will be required for this tactic to be implemented in a cohesive way thus ascertaining that the employees have the right skills and the knowledge to the new tasks assigned.

Geographical relocation is also a suitable approach where the employees are retrained for the office jobs.  The situation of ascertaining the people willing to work with the job creates a new perspective to be more likely to develop innovative cost saving ideas. The airline should utilize the part-timers since not every employee want to work on a full time basis.

The sabbaticals leaves of absence are essential and the flexible arrangements of preference should be adopted.  Some of the employees might prefer a deferred compensation form of arrangement in which will be in a position to work full time at 80 % payment and thus take a full pay in a sabbatical way. The last approach that is recommendable is freeze hiring and this involves reassignment of people to the new positions and involving the restraining costs paradoxically. The peak of the economic lifecycle is put under test since good people are harder to find and there is availability of opportunities elsewhere for them.   

This Human resource plan aims are addressing the future needs of the department where I have considered all the aspects and the nature of the business conducted by the organization. Selection should be done by the highly trained and familiar staff aware of the market condition for the placement purposes of the employees into the organization operations. The criteria of selecting should be suited to the qualified and people with good reputation and broad experience in their careers. “(Richard, 2011 said the employees are trained on the brand conformity to promote the higher ranking”. 

The young employees should be given the right information when they decide to work with the company to ensure that there is no difficulty in coordinating activities. There are roles that will be assigned to them in the organization after assimilation is over. Induction is the familiarization process just after the recruitment in order to enhance goal congruence with the objective of the airline.  The placement into the departments of Silvertails is another step that is adhered to with care since the management requires allocating work to individuals where they are comfortable and best suited.  The employer’s brand will be enhanced be the sense of pride among the workers who will portray the standards of the airline to the public by the way they carry themselves. “(Thomas, N. (2009) argued about stipulation of policies to govern the airlines in the area of operation”

Conclusion

Brand is maintaining the high reputation among the many competitors in the market and adhering to the company’s acts and standards to ensure that the entity is shining and gaining popularity to the public. In-house training is supposed to be continuous even after the workers are incorporated into the system. The specialization is enhanced by placing the employees according to the skills that they possess and heir flexibility to adopt the new techniques.

Use of technology can ensure that the right staff and labor is acquired because a few will have the knowhow to operate the machinery due to their overwhelming arrogance that they possess. Career management of cabin crew is promoted by stipulating incentives based on the performance in the field where one is best suited in the airline industry. Educating the officials and the employees for further studies and acquiring degrees in the line of career in order to get the human resources workforce from the internal operations. “(Anand, 2016) said Enhanced comfort, additional choices, exclusive privileges, and the same award-winning service you love”. The existing workers should be further trained to produce super brand organization which is competitive.

References

Anand, K. (2016). Enhanced comfort, additional choices, exclusive privileges, and the same award-winning service you love. Bloomberg. Singapore press, Amsterdam. https://siapremiumeconomy.com/ last accessed. Nov, 21, 2016.

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Richard, K. (2011). The employees are trained on the brand conformity to promote the higher ranking The Journal of Straits Times, vol.45, no. 6. PP. 9-899.

Zechary, L. (2012). The global economics allows for the management in accordance to the policies and rules set by Airlines “Data/Airline Economics Channel”. Air Transport World, Newman press, Singapore.

Charles, B. (2013). The main contributor to the economy of Singapore is the airline industry hence the emphasis in budget allocation “Airline Spotlight: Singapore Airlines”. FlightNetwork, Sydney press, Australia.

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Sarah, S. (2015). Greater different in financial perspective of the profits and the total revenue “Financial Results For Year Ended 31 Mar 2014” (PDF).Journal of Singapore Airline, vol, 78. No 12. pp. 89-126.

Martin, R. (2012).”Enter the 3 distinct worlds of the Singapore Airlines A380“.  Journal of Strait Times, vol 16, no. 3. pp. 345, 456-678.

Paul, B. (2012). The business class prefers quality decks and upper choice is considered in the allocation of the sitting arrangements “Singapore’s all-business class upper deck A380 for London, Zurich”. Journl of Australian Business Traveller, vo.45.no. 18. pp.78-344..

Dennis, C. (2015). “Singapore Airlines’ first A350 XWB takes shape”. airbus.com. Airbus S.A.S, fortune press, Singapore.

Leah, M. (2011). Competition in the region where there is low cheap cost flights and the under management issue “Singapore Airlines Redesigned Economy Class”. Journal of SingaporeAirlines, vol, 99. no. 56. pp. 128-455.