Human Resources Management in the Saudi Arabia Airliners

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Table of Contents

Introduction
Human Resource Management in the strategic management of an organization
Influence of HRM on planning, policy, practices and job design
Importance of recruitment, training and induction programs
Methods of appraising, evaluating and rewarding performance
Problems encountered by Saudi Arabia Airliners
Conclusion
List of references

Introduction

Strategic management entails the managers, acting on behalf of the owners of the business, to utilize the resources they have so that they better the performance of the organization. In order to utilize the resources of the business effectively, the managers of the business must consider the mission, the objectives of the business and the vision of the business in order to develop the plans and the policies that the business seeks to achieve.

Human Resource Management in the strategic management of an organization

Human resource management in the world today plays a very important function when it comes to strategic management of an organization. To start with, human resource management seeks to achieve the organization’s desirable features: that is the objectives of the organization as well as the goals of the organization.

Among the principles that human resource management focus on is establishment of effectiveness, increasing of productivity, establishment of effective competitive advantage in the organization, as well as establishment of flexibility in the organization. All these principles are aimed at getting the business to gain the objectives of the organization, which is highly highlighted in strategic management.

In the world today, human resource management has been strategized to become what is now known as strategic human resource management. Strategic human resource management entails the organization in focusing on the long term plans of the organization along with the strategies and objectives of the business organization that affects the external environment.

Such is an important consideration that is greatly considered by strategic management of an organization. The external environment is inclusive of global and technological issues, the competitors of the business, and the economic conditions so as to achieve success in the organization. Saudi Arabian Airlines is one of the organizations that the human resource management plays a great role to strategic management.

One of the ways the human resource management department plays a part is achieving the objectives of strategic management in helping out formulation of policies (Nankervis et al., 2005). The human resource management is involved in making policies that aim at benefiting the organization when it is meeting its strategic management policies.

In Saudi Arabian Airlines, human resource management is also involved in the personnel employment and effectives. The personnel and the staff are the main players that usually ensure that the policies that the organization set out to achieve are attained. They are what can be considered as the drive towards achieving the goals and strategies of the organization.

Therefore, human resource management can be considered as a key player in strategic management as it brings in place the personnel, which is needed in achieving the objectives and the goals of the organization. The human resource management acts as a coordination department in strategic management (Nankervis et al., 2005).

Through looking for the best employees who would improve the performance of this organization, the HRM ensures there are able employees with the right experience and education to face any problems that may come their way in achieving the underlined goals and objectives.

Influence of HRM on planning, policy, practices and job design

The Human Resource Management affects the structure and design of an organization through planning, formulating policies and practices, and by effective job design. It does this through influencing the resources assigned to it. In this case, the resources in question are the personnel and the staff that will be involved in reaching the goals of the organization.

Job design entails increasing the quality of work that is in existence in a certain organization. The only way that job design can be achieved is ensuring that the employees of a particular organization are motivated and work in such a way that they are motivated. The work of motivation and enrolling workers is entirely achieved by having good management in the human resource management department.

When it comes to the structure of the organization, the human resource management is also greatly involved (Singh, 2010). For a structure to be fully developed it requires assignment of tasks to various personnel in the organization. Such work is solely dependent on how the human resource is organized to be able to hold together the structure.

The human resource management lays down the guidelines and rules that relate to the work and the procedures that need to be there. The human resource assigns the work and establishes the responsibilities and the authority in the organization. Policies made by the organization are also dependent on the human resource management.

The reasoning behind this is due to the fact that unless the organization knows its capability, it may not be able to know what to produce and in what amount. Capability of production is partly dependent on the human resource available to the organization, which is related to human resource management (Singh, 2010).

Importance of recruitment, training and induction programs

Appropriate recruitment, training and induction programs can help in developing philosophies and structures that are beneficial to the organization. To start with, recruitment programs are important to the organization as they help out in identifying the best candidates for the particular work that the organization is offering.

Other consideration taken to account during the recruiting program is whether the applicants have the right requirement which the specific job needs. On the other hand, training programs are aimed at equipping the selected individual for job with the right skills needed in the job. It is therefore of utmost importance that the training programs be of relevance to the particular job in question.

For success to be achieved in the training program the trainers, the trainees and the training climate need to be good as well as good communication among the various parties. When a training program is being developed, there is need to ensure that the needs of the organization as well as the constrains that are in existence in the organization are dealt with.

The training programs also help out to teach the recruited employees of the organizations concepts and background as the basis of their learning. Induction programs are also of utmost important in the organization. The main purpose of having these programs in the organization is to ensure that the new employs are introduced, integrated and well familiarized with the organized as quickly as possible.

Through these programs, issues like the culture of the organization and expected standards of the organization are discussed (Johnson, 2010). The programs also help the new employees to grow and feel motivated when working in the organization. Other elements of character are also instilling on the new employees in the organization due to presence of induction programs.

Among them are confidence, responsibility and employment philosophy. Having these programs leads to the new comers achieving the initial targets and make an impact to the organization. It is also worth noting that induction programs do not just take for a day or two it should continue until the employees are fully integrated in the workplace (Johnson, 2010).

Collectively, the three programs are important in making the structure of the organization. They develop the guidelines of the responsibilities in the business and assign them to certain individuals. They are also on record or developing the protocol to be followed in the organization due to their ability to offer assignments.

Methods of appraising, evaluating and rewarding performance

There are various ways in which performance of an employee can be appraised and evaluated. One of the ways to evaluate performance is the use of checklist method. The method entails the senior boss being handed a list of question that he is supposed to answer about a junior worker in the organization. In every question there is a check box that contains Y and N where the tick mark is going to be put.

The Y stands for yes while N stands for no. To achieve uniformity, the checklist may be distributed to various employees in the organization. The method is notably one of the simplest methods that can be used for evaluation. The second method that can be used is called the confidential report method.

The method entails the senior boss in the organization writing a report about a certain worker or any other high level employee writing a report about a junior worker. The report contains details about the workers performance and their positive as well as their negative traits. The report also contains the responsibilities that have been assigned to the employee and how he/she has fared in it.

Such a report is important for future recommendation for promotions that may occur in future. Also notable about these reports is the fact that they are limited in access as well as being highly confidential (Nankervis, 2009). The third method is the Critical incident method. The method considers various incidences that the employee has undergone through and how the employee behaved in these incidences.

Also notable about this method is that other positive and negative incidences are noted. The analysis of the person, their abilities and there talent are also notable in this methods and may be used for any promotions that may occur in future. There is also the ranking method. Ranking is specifically due to the performance of the employee in question. Ranking may further be divided into three methods.

The simple ranking method: the method entails ranking the employees in a serial number from the best employee to who may be considered last. Each employee has to be given a rank, for example, if we have ten employees all the ten employees have to be given a rank. Alternative ranking is the second of the ranking methods. The method entails defining the best employee and the worst employee.

The first employee is given rank one and the worst is given the last rank depending on the number of employees. Paired comparison is the last of the three ranking methods. The method focuses in comparing the people in a group or a department with other people in the same group or department.

Certain criteria are chosen to determine the best way to compare the various employees in the organization after which the employees are ranked. Finally there is graphical rating scale method. Like the name suggest appraising, evaluation and rewarding performance is presented using a graph.

The graph contains columns which the appraised qualities that has been accessed. The quality of work is the main determinant to the seniors who put tick marks on the quality alongside the rank (Nankervis, 2009).

Problems encountered by Saudi Arabia Airliners

The organization’s strategic goals in Saudi Arabia Airliners have been hindered by several problems. For one, there is the issue of inequality among the employees working in Saudi Arabia (Nazir, 2009). Just like may organization in Saudi Arabia women are still considered as if they are second-class citizens.

The notion that women are only good in office work is still predominant in the organization. My view is that the country needs to change their laws and social customs as well as changing their [perception when it comes to equal rights of men and women.

The problem of nepotism is also one of the problems encountered in Saudi Arabia. In fact, it is renowned as “Wasta”. Selection of workers by the human resources is at times affected by this problem. Though not a good thing, Nepotism is still practiced in most organizations in Saudi Arabia, with Saudi Arabia Airliners not being an exception (Romero, 2011).

The best solution to this problem would be assigning a code to the applicants in a certain job so that the names do not sell out the individuals’ tribe or identity. It is also notable that diversity offers many benefits to organization that embrace it due to different exposures of the various individuals (Hayajenh, 1994).

Conclusion

In conclusion, Saudi Arabia Airliners is one of the biggest airlines in the world. The fact that it has been privatized into strategic Business Unit should make it become even more competitive due to ability to reach high on the various units. The adventure of the human resource management to use effective ways of selecting qualified employees offers it an edge to have competitive prices against other competitors.

List of references

Hayajenh, A. F. (1994) Research Note: Assessing the Effect of Nepotism on Human Resource Managers. Lousiana, MCB UP Ltd.

Johnson, A. W. (2010) The Importance of Workplace Training Web.

Nankervis, R. C. ( 2009) Effective Recruitement and Selection Practices. Sydney: CCH Australia Limited.

Nankervis, A. R., Compton, R. L., & McCarthy, T. E. (2005) Strategic Human Resource Management. Nelson, Melbourne.

Nazir, S. (2009) Challenging Inequality: Obstacles and Opportunities Towards Women’s Rights in the Middle East and North Africa. Web.

Romero, F. (2011) Delta Airlines Won’t Ask for Passengers’ Religious Affiliation. Web.

Singh, K. V. (2010) Managing human resources within extension. Web.

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