The effects of HR strategies on the Ultimate Business Goals
Examine and Analyze the HR strategies (including HR policies and practices)
deployed by HR Department in an organization.
CLO-1
2. Investigate the effects of HR strategies on the Ultimate Business Goals. CLO-2
3. Design HR Dashboard comprising of HR Metrics used by your organization. CLO-3
4. Comment on the Ethical implications of the applied HR Strategies
Solution
Introduction
The emirates airline company was founded by the Emirates Groups; the group is a vast
organization that involves itself in the aviation, travel and tourism business. Emirates airline
group is committed to provide high standard air services to their customers, the services offered
enable the customer to to travel and trade within Dubai and also beyond. Since it started, the
company has expanded, increasing the number of aircrafts, currently it has a fleet of more than
two hundred and fifty aircrafts operating in different countries. In order to achieve organizational
goal, emirates management formulated investment, socio-economical and fiscal policies that
enabled the management to carry out its functions effectively. In the aviation industry, the
emirates have contributed in improving the general economy of the country, the environment and
the community at large. To have all these achievements and commitments of connecting people
around the globe, the strategic human resource management team has been a contributing factor
(Naeem, 2015).
STRATEGIC HUMAN RESOURCES MANAGEMENT PROJECT
As a global airline, emirates Airline Company promotes commerce, trade and economic
prosperity, the organization also, affects the environment around them, having a strong and
stable strategic human resource management team, the company is able to make ambitious,
calculated decisions and groundbreaking ideas that contributes to the development of the
company. Improving the way of management, is another objective of the company; this is
achieved through offering further training of the management team and also reinforcing a new
organization structure with clear accountabilities that are linked to the other company’s goals and
objectives. Emirates Company also aims at improving their way of working using the new
technologies and e-tools, improve the operational performance and be financially fit to support
all their projects. In this research paper, I will indicate how Emirates airline has made several
transformations by making some organizational changes, also the outcomes of changes made
using the human resource management practices, policies and strategies.
The HR practices, policies, and Strategies of Emirates Airline Company
Strategic human resource management is a team in the management within the
organization that focuses on the management of the workers, recruitment of individuals and
providing direction to all employees who work for the organization. The HR practices, policies
and strategies are of great importance and essential to the development and success of the
Emirates Airline Company in the global business. Mainly, the management team involves itself
in the management and issues concerning the people. The HR function of the emirates company
includes compensation, hiring, performance management, organization development, and
welfare, benefits, communication and employee motivation. In order to work within standardized
operating procedures, the organization has a suitable organization design, which carries out
various formal chains of command, and also formulations of the company rules and regulation.
STRATEGIC HUMAN RESOURCES MANAGEMENT PROJECT
Emirates Airline company has a special structure and criteria set up by the management team for
bringing up fine talent in the aviation industry, specifically in the Emirates group. The company
has various standards set up, to guide the workers so as they can maintain and improve on
performance throughout the financial year. Worker performance is measured on a yearly basis
and reward given to the most improved performance. Emirates Airline Company has various
compensation and benefits provided to the workers that is based on different terms, some
employees are paid on short term while others are for the long term. Apart from financial
benefits given to the employees the company also provides the employees with non financial
rewards such as recognition, titles promotion and also informal status symbol recognition. The
organization has basic and fundamental strategy of quality control that enables the airline to
achieve its objectives and goals. Aviation training is another strategy for Emirates Company, the
company is able to improve and maximizes the benefits of good performance from extensive
employee training, this also allows the employees to continue to be creative and innovative. The
company also has focused a lot on improvement of new technologies, including the e-business,
where customers can access the services offered by the company online, a self check service
system where employees can compare their performance and also improvement of a
communication system through the advancement in the information technology system (Dundon,
Wilkinson, 2014).
The effects of HR strategies on the HR Outcomes and the Ultimate Business goals.
In every organization, HR strategies are important for the organization operational
functions which include the provision of the proper services. Emirate Airline HR strategies are
very effective in their nature and provide clear outcomes, the HR strategies, mostly influences
the employees’ skills, abilities, and experiences through the development of human capital. The
STRATEGIC HUMAN RESOURCES MANAGEMENT PROJECT
organizational strategies has put up a pool of qualified applicants and pair them with their
qualification, this has put the company under pressure to continually improve on the performance
and also to expand globally. The strategies had a strong impact on the organization to maintain
and improve on their competitiveness. Without an efficient HR strategy, the airline would have
lost their ability to compete both locally and globally, leading to poor performance and
eventually little economic success. The changes in emirates organizational strategies have led to
the development of most fundamental factors in the field of HRM. The research carried out on
Emirates Airline company, indicates that there is a strong relationship between the organizational
strategies and HR practices of performance, the Strategies have influenced the employees
behavior and attitude toward work, the strategies improve organizational performance. The
organizational strategies have ensured that individuals work together and collectively so as to
ensure that the company’s objectives is achieved. Employee motivation contributes to the
development of an efficient workforce (Biazzo and Garengo 2012).
The organizational strategic synergy, fit and integration have been the key concept that
the company has adopted so as to be effective, the strategies have been coherent with each other.
Compatibility of strategies in the organization has ensured that operations are compatible with
the environment. The human resource management team performance is dependent upon the
business strategy the organization is pursuing and performs best. Emirates organizational
effectiveness needs to meet the situation of having the right people in the right job and at the
right time, HR of the organization, changes with the organizational requirement, the study on the
company shows that the strategies have positive impacts on market performance of the company.
STRATEGIC HUMAN RESOURCES MANAGEMENT PROJECT
Based on the application of HR Balance Scorecard, a Dashboard depicting the HR Metrics.
HR balanced scorecard is a management tool that provides the company with comprehensive
measure of how the company is progressing towards the achievement of HR strategic goals, the
company scorecard is effective since it considers the workers, the strategies to be implemented,
the process to be involved and also the technologies to be used.
Emirates airline HR Metrics
HR competence
HR system
HR Strategic
focus
HR practice
HR
deliverables
Financial
Results
Core
business
Strategies
Customer’s
satisfaction
Business
process
STRATEGIC HUMAN RESOURCES MANAGEMENT PROJECT
The work of HR in Emirates is to manage people, including hiring, on board, performance,
firing, benefits, development and compensation. Executive oversight of HR is key to cost
management, productivity, business development and competitiveness. Regular reporting of HR
metrics is a good tool for managing any Human Resources department.
The following is Emirates HR metrics
HR Cost
1. HR Cost per Employee
How much is the company spending on HR: HR cost per employee was $690.
2. HR Cost versus Revenue
HR cost was 0.34% of revenue.
HR Responsiveness
3. Average Response Time
Example: average ticket response was 22.5 minutes.
4. Emirates Average Resolution Time
Average ticket resolution time was 45.5 hours.
Analyze the ethical implications of HRM practices in the selected organization.
Over the past years the human resource management practices had a lot of ethical
implications for the company, there have been a lot of benefits that have accrued to the
organization, and thus there has been an improvement in performance of the workers based on
the ethical principles. The ethical implication of the HRM practices in emirates affects the
shareholders, workers, clients and the general public. Emirates HRM has grown rapidly due to
increased availability of information using the new technologies. Improvement of quality human
STRATEGIC HUMAN RESOURCES MANAGEMENT PROJECT
resource management system has led to improvement of quality performance and also motivates
the airline workers to be creative, adaptive and effective in decision making and solving
organizational problems (Armstrong and Taylor, 2014). HRM practices have ensured the work
to be performed by the workers adheres to an ethical code of conduct so as to increase in
productivity, increase employee morale and reduce the wastage of resources. However, based on
the interview carried out, the culture difference within the organization has been a major issue
during job promotion; the company has faced a lot of challenges of equity and avoiding any form
of discrimination among employees based on religion. HRM practices have ensured that equal
opportunities have been given to each employment depending on his or her performance and also
qualification. The practices have ensured that measures are taken so as to improve employees’
safety while he or she is in place of work. The compensation system put by the human resources
management has ensured that the company improves on corporate wide performance and
compares the reward system with others so as to make them more competitive in the aviation
market. The HRM has invested a lot of resources for the employees; this has been a significant
asset to the company because employee training has a positive impact on the development of the
employee’s skills and experiences. In addition, the HRM practices have greatly addressed factors
such as language, office arrangement and dress code, and also affirming the value of people as
the source of organizational success and development (Greenwood, 2013).
Necessary Recommendations to improve the HR systems to attain competitive advantage
Though the company HR team has achieved a lot, they are several recommendations
which the company is required to implement, firstly, the company has to improve on its reward
system, the organization should provide an analytical reward system, the system should analysis
individual performance instead of the common group analysis, due to this, there will be an
STRATEGIC HUMAN RESOURCES MANAGEMENT PROJECT
individual reward system hence individual self motivation. Emirates should formulate a panel to
carry out this duty of checking individual performance. The research paper is based on the
strategic human resource practices, policies and strategies that are important for the company,
the strategies were provided by the management team and also the workers’ view point. The
result also examines whether the strategies and practices are being applied by the emirates
company. The paper also gives an overview of the background information of the company and
also the company’s main goals and objectives. The human resource management team has
strived to develop a high trust and organizational culture by evaluating not only an implicit and
explicit assumption of the organizational social responsibilities, but also evaluates the
assumption of other companies. Correct implementation of the HR practices, policies and
strategies leads to tremendous gain for the company and also acquire strategic competitive
advantage (Kehoe and Wright, 2013).
The research paper also has examined the impact of human resource management on
Emirates airline company performance, as indicated on the results the strategic human resource
management factors are found to have a positive effect on the organizational outcomes
particularly for employees, performance and productivity. The balance scorecard and
benchmarking has been used as a tool to measure the effectiveness of the HR strategies. Strategic
human resource management of emirates group is concerned with how human capital in the
organization can be improved so as the company can gain competitive advantage. The employees
of the organization should be competitive enough, having the required knowledge, skills,
abilities and experiences so as to get better result in performance. Lastly, training of employees
is a fundamental necessity that ensures the improvement of performance, periodic training
STRATEGIC HUMAN RESOURCES MANAGEMENT PROJECT
should be carried out on employees between the departments, and in addition maximization of
organization advantage is through application of HR practices.
Appendices
Strategic HRM Question:
1) How long has your organization been trading? ; since 1985
2) What activities this year related to your organization’s mission statement and vision?
How were employees involved?
3) How would you describe the employee turnover in this organization “stable”
4) What processes are in place to measure employee satisfaction and well-being; 360 degree
measurements.
5) How often do you review your recruitment strategy
6) How often do you forecast HR requirements?
7) Does the organization change? Grow larger? Grow smaller? Restructure? Re-engineer?
Downsize? To get smaller? To get bigger?
a. If true, then how was it done?
8) Is any work outsourced? Etisalat call center in Egypt due to costs?
9) What kind of effect does the Ministry of Labor have on your organization and HR
10) Policies? Changes in regulations? Visas? Salary structures?
11) When there is a vacancy in a senior position what does the HR department do?
12) What strategies are implemented to retain the experienced and talented employees?
IN Class questions:
STRATEGIC HUMAN RESOURCES MANAGEMENT PROJECT
1. What kind of strategy do you use to recruit employees?
2. Based on what do you hire the employee?
3. How can you recognize the people who are motivated to work?
4. What kind of rules do you use for the employees if they were sick?
5. How do implement the new rules for the organizations?
6. Who is involved to recruit the employees
HRM Questions:
1. As an HR manager, how do you select people that apply for a job?
Plans = induction / orientation + initial training Discuss / explore
Costs of such training? Who measures? How often? KPI’s measured?
2. Can you tell us about the process that goes through, the new employees when getting
accepted to a job?
3. How would you define participation in the job?
Key Performance Indicators = KPI’s i.e. Performance Management
4. How does one get rewarded and when?
PM cycle
5. Do you think monitoring new employees is a high importance for the firm?
Performance Management (PM) topic
6. When do you choose to promote an employee?
STRATEGIC HUMAN RESOURCES MANAGEMENT PROJECT
PM again
7. How is the turnover rate for your organization?
Reference
Armstrong, M., & Taylor, S. (2014). Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Biazzo, S., & Garengo, P. (2012). Performance Measurement with the Balanced Scorecard.
Springer.
Dundon, T., & Wilkinson, A. J. (2014). Case Studies in Global Management: Strategy,
Innovation and People Management. Tilde Publishing and Distribution.
Greenwood, M. (2013). Ethical analyses of HRM: A review and research agenda. Journal of
Business Ethics, 114(2), 355-366.
Kehoe, R. R., & Wright, P. M. (2013). The impact of high-performance human resource
practices on employees’ attitudes and behaviors. Journal of Management, 39(2), 366-391.
Naeem, M. (2015). An Analysis of the Emirates Airline Operation Management System. GRIN
Verlag.
Order with us today for a quality custom paper on the above topic or any other topic!
What Awaits you:
- High Quality custom-written papers
- Automatic plagiarism check
- On-time delivery guarantee
- Masters and PhD-level writers
- 100% Privacy and Confidentiality