The work has not been graded but I like the output that was submitted to me. Is it possible for the same prof to do the next assignment I will be submitting? If possible, I will greatly appreciate it.
You will prepare and submit a term paper on Human Resource Management in air national. Your paper should be a minimum of 750 words in length. HUMAN RESOURCE MANAGEMENT IN AIR NATIONAL of the school: Introduction Human resource management (HRM) is defined as the organization, management, recruitment, and provision of directions for workers in an organization or firm with an ultimate aim of improving the productivity and service provision of the firm (Storey 1995). It specifically deals with matters related to humans/workers including hiring, compensation, organization, management, administration, and safety among a host of others. Its significance is that it enables people to offer the best of their abilities in service provision and hence aid in accomplishing the organization’s goals and objects when it is done with particular effectiveness (Noe 2012). In the case study provided, Air National organization (AN) has been observed to employ to a great extent the concept of HRM and has consequently grown from one stage to another. This paper therefore seeks to analyze the HRM strategy as applied in enhancing the growth of the company. In reference to human resource management, the Air Nation organization has altered its management systems a number of times to fit their financial status and to enhance effective management. This was influenced particularly by the need to empower employees and engage them in effective commitment to improve the performance and growth of the organization. Briefly, the decisions made on human resource component of AN, includes the set-up of training seminars regarding customer service and the investment in development and training empowerment (Wood & Collings 2009). Further, a strategic partnership was developed with other unions by the senior management in pursuit of mutual relationships and smooth running of the organization. More on this, the long existing demarcation between craft groups were abolished and teams of operatives established from staff, which were then headed by team leaders. These and more other decisions are attributed to the repeated slumping of the company’s attempts to improve on its profits by gaining more and more customers, but this was unfortunately faced by stiff competition from other organizations offering the same services. Further, this was widened by the catastrophes experienced in the year 2001 which involved hijacking and the crashing of four commercial planes that led to the dead of almost 3000 people. Moreover, the need for a manageable number of employees and reduction of costs triggered major decisions reached by the organization. For instance, the AN’s director, Elizabeth Hoffman emphasized on the need for managers to give up their control over employees in order to improve the organization’s performance (Sharma 2009). The distinguishing characteristic that can be applied by AN in its human resource management strategies as developed by John Storey is that of the “Grounded Theory.” Note that the grounded theory encompasses the strategy of possessing and understanding of the employment changes by the recruiters and professionals (Bratton & Gold 1999). It ensures that the HR professionals acquire necessary knowledge in order to retain the firm’s talent. It is necessary that the professionals and managers adopt the recruitment skills and also learn to motivate and retain their employees. Enterprise social initiative is necessary for the growth and success of any organization As part of the strategy in human resource component development in AN, there are critical human resource planning issues that needed particular emphasis. For instance, in relevance to HRM, people are the key part in the development of any organization (Gowan & Lepak 2010). it could therefore be credible if the company emphasized on the “people first philosophy” which gives a particular focus on empowering the people on all perspectives including motivating them and providing incentives over improved performance of the organization (Doran & Baker 2007). It’s also important and credible to take into account the need for professionals and skilled people in running the organization (Dessler 2008). This could be achieved by deploying enterprise social initiatives which encompasses internal empowerment and also creation of external awareness to managers and employees. It is also important to learn the “people skills” in order to avoid deliberate of unconscious repelling of customers. The “grounded theory” best explains the rout AN followed to achieve its objectives. You realize from the case study that AN sought to establish internal training systems for its employees on customer service skills which is necessary for HRM according to Talwar (2006). Further, the management sough to establish management strategies such as cost reduction and abolishment of unproductive parts of the organization all aimed at improving the organization’s competition pressure. The grounded theory puts into consideration the need for managers to understand their people and to learn employment skills and this is what AN seeks to develop (Billsberry & Storey, 2005). References Billsberry, J. & Storey, J. (2005). Strategic human resource management: theory and practice. London: SAGE Press. Bratton, J. & Gold J. (1999). Human resource management theory and practice. London: Routledge Press. Dessler, G. (2008). Human resource management. Upper Saddle River: Pearson prentice hall Press. Doran, M. & Baker, J. (2007). Human resource management: a problem-solving approach linked to ISLLC standards. Lanham: Rowman Press. Noe, R. (2012). Human resource management: gaining a competitive advantage. New York: McGraw-Hill Press. Gowan, M. & Lepak, D. (2010). Human resource management: managing employees for competitive advantage. Upper Saddle River: Prentice Hall. Sharma, S. (2009). Human resource management: a strategic approach to employment. New Delhi: Global India Pub. Storey, J. (1995). Human Resource Management: a critical text. London: Routledge Press. Wood, G. & Collings, G. (2009). Human resource management: a critical approach. New York: Routledge Press. Talwar, P. (2006). Human resource management.
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