Table of Contents
Operations/Activities of the Company. 2
HRIS Systems Currently Used. 3
Shifting focus from traditional to strategic HRM.. 4
Improving employee satisfaction. 5
Solutions to the Weaknesses. 6
Overview of the Company
Emirates airlines group is one of the airline industry in the UAE that is based at Dubai International airport. It is one of the largest airlines in the Gulf; it operates more than 3000 flights per week mainly from its hub at the terminal 3 to more than 150 cities in 80 and more countries across the world. The company is one of the biggest airlines that operates the ten biggest commercial flights from the hub in Dubai to Dallas, Los Angeles, Washington and Florida. Emirate airline is a subsidiary of the Emirates group of companies that has more than 60,000 plus employees. The company is managed by the government of Dubai but under the direct management of Investment Corporation of Dubai (parasternal). All the cargo functions, as well as activities, are undertaken by the SkyCargo division of the Emirates Group. The start of the Emirates Airlines was way back in the 1980s when the Gulf Air opted to cut down all the flights to Dubai. Due to this the Emirates was born in 1985. This was with the backing of the Dubai Royal family. The first flights were offered by the Dubai Royal Air Wing. The company required to operate independently from government subsidies far away from $10 million that the company was funded as a start up capital. The first chairman of the company was Ahmed bin Saeed Al Maktoum. In 1986, the airlines expanded not only in its destination but also its flights. After the establishment of the Dubai International Airport, Emirates moved its operations to the airport’s terminal 3 (This new terminal was offered to Emirates due to its fast growth and expansion plans) (Delorme & Arcand, 2010). Emirates Airlines is one of the airline companies that operates with both Airbus and Boeing wide-body aircraft. It is among the only airlines to use all-wide-body fleet in its operations. One of these types of fleets is Boeing 777. By the end of 2014, the company had ordered for more 100 Airbus A380s. Twenty of the Airbus are already in service. The company is the second operator of Airbus A380-800, this is after Singapore Airlines. The company has won various award, it is the largest airline in Middle East in terms of passenger capacity, fleet size, and revenue and passenger kilometers (Normalini, Kassim, Ramayah, & Kurnia, 2012).
Operations/Activities of the Company
This section will discuss the activities or the operations of the company (Emirates Airlines). The main operations of the company are the flight operations. Under the flight operations or activities, there are various facets that come with it (Delorme & Arcand, 2010). These activities are merged with that of the entire Emirates groups. However, its key functions or activities are ensuring that there exist a legal, efficient and safe operations of Emirates airlines aircraft. The other activity of the company is to ensure that there is effective and efficient training and scheduling of all the staff of the company from the crew to the pilot, as well as other permanent and casual employees. This activity is designated to the Human Resource Department of the company (Normalini, Kassim, Ramayah, & Kurnia, 2012). The other activity of the company is selection and recruitment of employees. This is of the main activity that the company also undertakes as the satisfaction of its customers heavily depends on the reliability of the employees in the company hence Recruitment activity is worth to be considered. On the other hand, the next activity that the company undertakes is maintenance of the aircraft. It is important to consider that the company is always on trying to ensure that its aircrafts are in the best conditions ever to reduce the risks that come with this (Obeidat, 2012).
The other activity is to ensure there exist higher levels of satisfaction amid customers. This is done to allow a constant flow of new customers as well as to retain the already existing customers. The last activity that the company mostly concentrate with is marketing. As a result of marketing the company can increase its customer base. Marketing is considered as one of the key activities of the company (Troshani, Jerram & Rao Hill, 2011). Most of the efforts of the company is with flight operations, marketing, employees and customer satisfaction activities.
Organizational Structure
HRIS Systems Currently Used
Emirates airline uses a system that is designed to manage the people, procedures as well as keep the policies of the company in place. The main areas of workability of the systems are recruitment and selection; at this case, the company is using the systems to ensure that it has a well-developed Customer Tracking System (CTS), this is embodied with that of the Employees Tracking System (ETS) (Troshani, Jerram & Rao Hill, 2011). Secondly, the company uses Open Enrollment or Benefit Administration HRIS; this system helps the company to secure its functionalities in administration service. The third is Absence management and compensation management HRIS; this type of HRIS system can monitor all the employees that have reported to their duty station as well as evaluate those that absent. It reduces the workload of filling manual forms to determine the above. Therefore, it is worth to evaluate the current HRIS based on the following parameters:
Increasing competitiveness
With the type of HRIS on board, the company can deduce features within the company such as better compensation plans as performance appraisals. Such attributes leads to increased performance and later makes the company compete effectively. This is considered as competitive advantage the current HRIS creates to Emirates Airlines.
Appropriate data
Since the system is automated in most cases, the helps the company get reliable data and information. For example, the current HRIS systems helps the company get the information on absence of employees hence helps them to remain sustainable when it comes to employee’s data.
Real-time reporting
The current HRIS system is vital in reporting of issues to the company. It acts as a watchdog for the company hence able to offer reliable information in decision-making. For example, the information reported is used in decision-making both by stakeholders and the board.
Streamlining the functions
HRIS helps streamline the functions of the Human Resource Management. For example, since its incorporation into the company it has been able to inform the company about issues such as training and recruitment.
Shifting focus from traditional to strategic HRM
HRIS is an advanced HRM system. Due to this change the company can automate most of its functions for better delivery of services.
Reengineering HR process
HRIS of Emirates Airlines has greatly changed the functionality of the company its most of its process. For example, it has made it easy for the company HR to auto process all data that pertains to recruitment and selection (Troshani, Jerram & Rao Hill, 2011).
Improving employee satisfaction
With the HRIS system on board, the company has better and well-performing staff who have constantly since its inception offered reliable service to its clients. With this, they get satisfied with their jobs.
Strengths and Weaknesses
Strengths | Weaknesses |
|
|
Solutions to the Weaknesses
The company in conjunction with externally hired consultants are working to ensure the reliability of the information to avoid cyber-attacks various systems are in place to project data security. In addition, data collection will be done with independent individuals to avoid biases. Lastly, the automation of the HRIS system will not lay off staff but will lead to the employment of new ones in the future as the company is planning to expand (Wiblen, Grant & Dery, 2010).
References
Delorme, M., & Arcand, M. (2010). HRIS implementation and deployment: a conceptual framework of the new roles, responsibilities and competencies for HR professionals. International Journal of Business information systems, 5(2), 148-161.
Normalini, Kassim, M., Ramayah, T., & Kurnia, S. (2012). Antecedents and outcomes of human resource information system (HRIS) use. International Journal of Productivity and Performance Management, 61(6), 603-623.
Obeidat, B. Y. (2012). The Relationship between Human Resource Information System (HRIS) Functions and Human Resource Management (HRM) Functionalities. Journal of Management Research, 4(4), 192-211.
Troshani, I., Jerram, C., & Rao Hill, S. (2011). Exploring the public sector adoption of HRIS. Industrial Management & Data Systems, 111(3), 470-488.
Wiblen, S., Grant, D., & Dery, K. (2010). Transitioning to a new HRIS: The reshaping of human resources and information technology talent. Journal of Electronic Commerce Research, 11(4), 251-267.
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