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unit 12 human resources in the aviation industry
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Voorbeeld 3 van de 24 pagina's
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Voorbeeld van de inhoud
Unit 12P1 HR department within an aviation organisation
A quick summary for this p1. What is easy to know is that HR stands for human resources. Aviation is
one of the fastest growing and most dynamic sectors in the global economy. HR has an important
role. Some important ones are maintaining operational efficiency, staff development, fulfil company
objectives and comply with employment legislation. But we’ll get more depth in that later on. What
does HR and why is it so important. In this rapid changing aviation standards.
HR has multiple things that´s important to have your focus on. To maintain operational efficiency,
because you need to make sure what is needed and how much is needed from something. That can
be service ( adequate staffing this means making sure there’s enough staff, because if you don’t the
work would be twice as hard not only that but it could also cause confusion about information
passed on or what needs to be done.), product or activity. Not having enough staff in an aircraft
could create chaos. For instance missing a purser, captain or enough flight attendants you need to
have clarity and a purpose. Streamlining job roles that means summarizing or eliminating useless
work- related tasks to make the process in business or organizations better. This could be achieved
by using modern techniques, technology and other things. In a short sentence making sure activities
are useful and logical.
Another thing that’s important is staff development. Development is learning things by time or when
you learn things and with that information create better improvements. In the aviation industry you
have many roles that needs to be fulfilled. The HR makes sure for those roles there are task- specific
training where you need to practice the functional task. Now most employees go through general
training where you get the basics that you need. Going further by time your role might be more
specific. Like flight attendants they all learn the basics, but if you want to be a purser (which might
take time) that’s more specific training. With these training types comes up- skilling where you
continue learning by provided training programs and improve opportunities that gives a more wide
ability and minimize skill gaps. So now you’ve learned a lot and you can get a chance to develop and
enhance you’re ability more. This is more focused on people’s own knowledge and skills that have to
do with their professional lives. In short term it’s continuing professional development not stopping
growing. In even shorter words CPD. HR helps fast -changing business so that’s why training and
developing is important. Mainly, because the world keeps changing over the years.
How does HR fulfil company objectives? Making job descriptions and search for the proper staff.
Meaning enough ethnic mix to prevent inequality and attracting customers with different cultures.
Gender mix you need both men and women, having both creates diversity and most of the time
customers think flight attendants are women but it’s not and having variety in that is good. Skilled
workforce starts with a motivating, higher amount and quality in recruits.
And last but certainly not least comply with employment legislation. This is employment rules that
needs to be applied and followed, if this isn’t done there are multiple things that could happen. HR
can be fined, reputation falls, current and potential staff loss and until the broken rule is fixed activity
of sorts is stopped. With discrimination where age, gender, race and religion should not matter, if
they qualify sufficient enough like any other ‘’standard flight attendant’’. The criminal record bureau
checks (CRB) where obviously information from people are stored where they might have a criminal
record. It’s known flight attendants or any other employee in the airport may not have a criminal
record, but it’s not allowed to release any information or medical information in that matter. That’s
data protection where personal information is not known to the outside world for anyone to see. HR
,might backtrack anyone’s ( future employees) record, but it’s not the intention to release it to the
newspaper, media or future co- workers.
, Unit 12 p2 outline key roles and responsibilities of the HR department
Role and responsibility of HR: role is what they need to do and responsibility is making sure the role
is performed good and are followed. If it’s not done properly than who makes the role is responsible
for that, because it was their job well in this case the HR department.
Important things for HR is recruitment and how is that done? By making advertisement and
showcasing what you offer, don’t offer, rules, how to apply, qualifying, their purpose and if the
recruitment is specific you need to make it obvious what HR searches for. Now as a flight attendant
you see the advertisement and you qualify for everything then HR makes an appointment where a
interview is in order, where there’s a more detailed conversation between the flight attendant and
the company. Than it’s up to HR to appoint new staff and induction meaning having the new
employees meet the company culture and how they go to work there.
Now the next step having recruited the new staff is training. Coordinate is different things that work
as a whole. employees that first learns different kinds of training like first aid training, training in
languages and flight safety training. Learning all these and having different situations (things)
knowing what to do to make it work in overall. Not forgetting to allocate certain things for
employees mailbox, break room, parking for employees, changing room or different route for
security check up. (Schiphol airport has this, where you don’t have to wait in line with the passengers
but you can go where the other employees go. It would be weird if you saw flight attendants among
the passengers taking of their shoes). With the interview it’s handy to record the conversation
knowing what has been said and why the candidate is qualified or not. Evaluating the candidate, but
I could also mean a report from superiors on certain topics, about staff, training or allocating certain
things.
Management employment procedure making sure employees are doing their jobs and certain
procedures can help you measure, interact and monitor that. HR administrates sickness and absence,
maternity leave and holiday in the ending making a appraisal. Other words evaluating the overall
employees being sick and absent, pregnant (maternity leave) and having free time of (holiday).
Giving certain employees promotion (not only the employee, but also to promote for the company) ,
time to grieve over died relatives (grievance ), giving disciplinary if not followed rules, redundancy
(asking employees to leave for shortage money or their job is no longer needed), termination
(ending a certain thing could be a job or something else) and retirement people that are at a certain
age to have an pension. Evaluating those things with how many people get that, if they get that, why
they get that and going back to p1 these things need to be accounted for on keeping an eye on how
many staff a operation/ company needs. HR needs to make people that retire ready, redundancy
(helping an employee why they are fired and bringing this news gently) and termination of the
contract the HR can offer to help and search for a new job for the fired employee.
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