The document provides an overview of HR practices at Emirates Airlines. It describes the airline's vision, organizational structure, strategic planning process, job analysis, recruitment and selection, compensation and benefits, training and development, performance appraisal, and references key HR functions. Training and development opportunities have improved employee satisfaction, while strategic alignment and understanding market conditions help ensure HR goals support business strategies. Performance appraisal allows management to measure productivity and provide tailored training to maximize employee contributions.
The document discusses the challenges facing the US airline industry, including rising costs, excess capacity, and increased competition from low-cost carriers. It notes that the industry's financial problems predate 9/11 and that major restructuring will be needed for the legacy carriers to adapt to current market conditions and regain profitability. Code-sharing agreements between carriers are seen as one way to cut costs through increased cooperation.
The document provides details about Airblue, a Pakistani airline, including its history, leadership, routes, fleet, and achievements. It discusses the airline's founding in 2003 and expansion over the years to become one of the largest carriers in Pakistan, as well as its goals to further expand internationally. Key figures mentioned include CEO Tariq Chaudhary and COO Shahid Khaqan Abbasi, the routes it serves, its fleet of Airbus aircraft, and its introduction of technologies like e-ticketing.
The document discusses the airline industry in India across several sections:
1. It provides an introduction and history of the airline industry in India.
2. It discusses the importance of the growing airline industry in promoting tourism and improving infrastructure in India.
3. It covers the classification of airlines in India into scheduled, non-scheduled, and cargo carriers and the types of private and public players.
4. The document analyzes the advantages and opportunities in the industry including foreign investment policies, low barriers to entry, and growing incomes and tourism potential in India.
The document provides an overview of the airline industry in India. It discusses the history of the industry from 1912 onwards and how the government established Air India and Indian Airlines in 1953. It also covers key topics like demand drivers, market size, major costs, pricing factors, impact on the economy, major airlines (SpiceJet, IndiGo, Jet Airways), technology, regulations, and competition in the industry. It concludes that India's aviation industry has significant untapped growth potential and stakeholders should collaborate with policymakers to implement decisions that boost the industry.
This document provides an overview of Emirates Airline. It discusses Emirates' goals of reaching the top by excelling and delivering the world's best in-flight experience. The document outlines Emirates' history, fleet, destinations, awards, employment structure, management team, in-flight services for different classes, cargo services, and ground services. It also includes a SWOT analysis, PESTLE analysis, and brief discussion of Emirates' product.
SWOT Analysis & Marketing Mix Of Emirates AirlineZaheer Tariq
SWOT Analysis & Marketing Mix Of Emirates Airline..
Presented & Created By Zaheer UD Din Baber ..
Student of B(H) In Computer Sciences At University Of Management & Technology Lahore..Pakistan
Fly Emirates aims to be the world's best airline through excellent service. Its mission is to deliver the best in-flight experience and its vision is to make aviation safe, leading and sustainable. Emirates operates over 1,990 flights per week to 157 destinations in 55 countries from its hub in Dubai. It employs over 38,000 staff and has a large fleet of aircraft. Emirates focuses on business and first class travelers to be profitable but also serves economy passengers and uses a low-cost carrier strategy to target new markets.
Air asia’ core competencies distinctive its success ( Nasser AL-Dhahli)Nasser AL-Dhahli
Air Asia has experienced significant growth through its low-cost business model pioneered by CEO Tony Fernandes. It operates over 400 routes across 25 countries in Southeast Asia out of hubs in Malaysia, Thailand, and Indonesia. Air Asia keeps costs low through strategies like using a single aircraft type to reduce expenses, limiting passenger services and amenities, and streamlining operations. While its no-frills approach has proven successful, sustaining this model faces threats from regulators, rising fuel costs, and established carriers adopting similar low-cost strategies.
The document discusses the challenges facing the US airline industry, including rising costs, excess capacity, and increased competition from low-cost carriers. It notes that the industry's financial problems predate 9/11 and that major restructuring will be needed for the legacy carriers to adapt to current market conditions and regain profitability. Code-sharing agreements between carriers are seen as one way to cut costs through increased cooperation.
The document provides details about Airblue, a Pakistani airline, including its history, leadership, routes, fleet, and achievements. It discusses the airline's founding in 2003 and expansion over the years to become one of the largest carriers in Pakistan, as well as its goals to further expand internationally. Key figures mentioned include CEO Tariq Chaudhary and COO Shahid Khaqan Abbasi, the routes it serves, its fleet of Airbus aircraft, and its introduction of technologies like e-ticketing.
The document discusses the airline industry in India across several sections:
1. It provides an introduction and history of the airline industry in India.
2. It discusses the importance of the growing airline industry in promoting tourism and improving infrastructure in India.
3. It covers the classification of airlines in India into scheduled, non-scheduled, and cargo carriers and the types of private and public players.
4. The document analyzes the advantages and opportunities in the industry including foreign investment policies, low barriers to entry, and growing incomes and tourism potential in India.
The document provides an overview of the airline industry in India. It discusses the history of the industry from 1912 onwards and how the government established Air India and Indian Airlines in 1953. It also covers key topics like demand drivers, market size, major costs, pricing factors, impact on the economy, major airlines (SpiceJet, IndiGo, Jet Airways), technology, regulations, and competition in the industry. It concludes that India's aviation industry has significant untapped growth potential and stakeholders should collaborate with policymakers to implement decisions that boost the industry.
This document provides an overview of Emirates Airline. It discusses Emirates' goals of reaching the top by excelling and delivering the world's best in-flight experience. The document outlines Emirates' history, fleet, destinations, awards, employment structure, management team, in-flight services for different classes, cargo services, and ground services. It also includes a SWOT analysis, PESTLE analysis, and brief discussion of Emirates' product.
SWOT Analysis & Marketing Mix Of Emirates AirlineZaheer Tariq
SWOT Analysis & Marketing Mix Of Emirates Airline..
Presented & Created By Zaheer UD Din Baber ..
Student of B(H) In Computer Sciences At University Of Management & Technology Lahore..Pakistan
Fly Emirates aims to be the world's best airline through excellent service. Its mission is to deliver the best in-flight experience and its vision is to make aviation safe, leading and sustainable. Emirates operates over 1,990 flights per week to 157 destinations in 55 countries from its hub in Dubai. It employs over 38,000 staff and has a large fleet of aircraft. Emirates focuses on business and first class travelers to be profitable but also serves economy passengers and uses a low-cost carrier strategy to target new markets.
Air asia’ core competencies distinctive its success ( Nasser AL-Dhahli)Nasser AL-Dhahli
Air Asia has experienced significant growth through its low-cost business model pioneered by CEO Tony Fernandes. It operates over 400 routes across 25 countries in Southeast Asia out of hubs in Malaysia, Thailand, and Indonesia. Air Asia keeps costs low through strategies like using a single aircraft type to reduce expenses, limiting passenger services and amenities, and streamlining operations. While its no-frills approach has proven successful, sustaining this model faces threats from regulators, rising fuel costs, and established carriers adopting similar low-cost strategies.
The document is a presentation on the aviation industry that covers several topics:
- It introduces the presenter and acknowledges their faculty.
- It discusses factors affecting the development of the aviation industry such as costs, government policies, and competition.
- It provides details on the growth of low-cost carriers in India and compares fares between low-cost and full-service airlines.
- It examines the increase in domestic airlines in India and how the aviation industry impacts the overall economy.
AirAsia is a Malaysian low-cost airline founded in 1993 that has expanded to several Asian countries. It operates the largest fleet of Airbus A320 aircraft and has orders for 264 new A320neo planes. AirAsia has won numerous awards as the world's best low-cost airline and has subsidiaries in several Southeast Asian countries under its brand.
Singapore Airline v/s Emirates in Aviation Industry MuskanJindal17
Comparison of Airline services between Singapore Airline and Emirates.
*For any help in presentation, please contact by mailing on jindalmuskan341@gmail.com.*
Low Cost Leadership Analysis On AirAsia Assignment / ReportFakrul Hassan
This document analyzes AirAsia's strategy of low-cost leadership. It discusses how AirAsia implements cost leadership across its operations, including high aircraft utilization, removing frills like free food and assigned seating, modernizing operations through standardization, using basic amenities like secondary airports, employing a point-to-point network, maintaining a lean distribution system, and keeping overall operating costs low. The analysis finds that AirAsia gains competitive advantages through this strategy, including both cost advantages and differentiation, establishing it as the leading low-cost carrier in Asia. Porter's five forces model and a SWOT analysis are also used to evaluate the industry and company. The research aims to understand AirAsia's success in applying Michael Porter's competitive strategies.
Emirates is the largest airline in the Middle East, operating over 2500 flights per week. It began operations in 1985 with two aircraft flying between Dubai and Karachi. Emirates has since grown significantly and established itself as a global leader in the aviation industry, recognized as "Airline of the Year" in 2011. The airline is committed to sustainability and eco-efficiency across its operations.
Organisational structure of airline industryJetline Marvel
The document discusses the typical organizational structure of airline companies. It begins by describing a functional structure with departments headed by executives who report to the CEO. Large international airlines may have 8 executives overseeing areas like human resources, finance, operations, marketing, and cargo. Smaller regional airlines have fewer positions but similar divisions. The document also describes the roles and organization of an airline operations control center, and provides Southwest Airlines as an example of a company that has successfully used a centralized structure.
This document provides an industry analysis of the Indian airline industry. It includes a timeline of major milestones in the industry, lists the major operational airlines in India, and discusses factors like demand, costs, regulations, and key players. It analyzes segments in the industry like low cost carriers versus full service carriers, and domestic versus international travel. Major airlines like Jet Airways, SpiceJet, and Kingfisher are discussed. The future outlook is also addressed.
This presentation explains about the Functions Of Management At IndiGo airlines with regards to Planning, Organising, Directing, Staffing, Controlling alongwith its SWOT analysis and masterstrokes.
An airline provides air transport services for passengers and freight. Airlines operate aircraft and may partner with other airlines. They require licenses from government aviation bodies. Airlines vary in size from small cargo carriers to large international airlines operating hundreds of aircraft across scheduled domestic, regional, international, and charter services. The first airline was founded in Germany in 1909. Key airline personnel include pilots, flight attendants, engineers, dispatchers, agents, and other ground crew who ensure safe and efficient airline operations.
The document provides an overview of the Indian aviation industry. It begins with an introduction to the industry, highlighting its growth and key characteristics. It then discusses the history of aviation in India and provides statistics on the current market size. The top players in the industry such as Indigo, Jet Airways, and SpiceJet are introduced along with details on their profiles, management, finances and operations. Challenges facing the industry and future projections for growth are also summarized. The presentation concludes with a discussion of various initiatives by the government to support development of the aviation sector in India.
Malaysia Airlines Strategic Management - case study now MAB analyses the beginning of the airline, its history (golden days) and how economic crisis affected the company. The pack also uncovers macro and micro environment of airline industry. The pack also identifies MAS (now MAB), Porter's framework, SWOT analysis for the company and the new beginning of the MAB. The pack detailed out the strategic management for the company and their moving forward plan.
The document provides a history and overview of Emirates airline from its founding in 1985 to present day operations. It discusses the airline's founding, key events and expansions over the decades. It outlines Emirates' current fleet size, destinations served, and goals for the future. The document also reviews Emirates' mission, vision, strategies, products and services offered across various classes. It provides financial reports on revenue, passengers and market share from 2008-2015. Finally, it performs outside analyses including PESTEL, Porter's Five Forces and McKinsey 7S framework to evaluate the external and internal environment.
This document provides an overview of Pakistan International Airlines (PIA). It outlines PIA's vision to be a world-class profitable airline meeting customer expectations through excellent service, on-time performance, innovative products, and safety. It discusses PIA's corporate values, organizational culture focused on safety, human resource management practices, product portfolio including passenger and cargo operations, SWOT analysis, and marketing strategy. The document also presents PIA's plans for the future which include reducing overhead costs, improving two-way communication, hiring based on merit, and properly utilizing aircraft fleets.
Southwest Airlines faced challenges in the early 2000s as legacy carriers had for some time. As long-time employees retired, there was a risk the company's low-cost culture could change. An analyst from Morgan Stanley noted in 2004 that Southwest may face the same issues other carriers experienced as a new generation of employees joined without experiencing the early struggles. While Southwest had success for 31 years, labor problems, rising costs, and new low-cost competition threatened its model in the 2000s, requiring a shift in practices to preserve the unique culture at the airline's core.
Sectoral analysis - The Civil Aviation Industry in IndiaSharon D'Costa
MBA, PGDM - Business Design project, 2nd Trimester, 2010.
This project involved extensive primary and secondary research and analysis conducted over 2 months. Information was obtained from airline officials, social networks, passengers & frequent flyers worldwide, aviation authorities, and the Ministry of Civil Aviation in India, apart from extensive online research of the Global aviation industry.
The document discusses the aviation industry and Jet Airways. It provides background on the aviation industry and economic challenges it faced in 2008 due to rising fuel costs and falling passenger numbers. It then discusses Jet Airways, including its founding and growth. It analyzes Jet Airways' decision in 2008 to lay off over 1,000 employees due to industry challenges, the public backlash, and its decision to reinstate employees after criticism. A month later, Jet Airways announced salary cuts of 5-20% for staff.
- AirAsia is a Malaysian low-cost airline established in 1993 that has grown to service over 400 destinations across Asia. It pioneered low-cost air travel in the region.
- The airline has expanded to include associates like AirAsia X for long haul flights and subsidiaries in other Southeast Asian countries.
- Through strategies like utilizing one aircraft type, online booking, and focusing on point-to-point routes, AirAsia has achieved strong financial performance with high profit margins while expanding air travel access across Asia.
Emirates is one of the largest airlines in the world, operating out of Dubai. The document discusses Emirates' strategic human resource management and performance management. It provides details on Emirates' vision, history, leadership, services, competitors, SWOT analysis, compensation strategies, workforce development strategies, talent acquisition, organization development, employee engagement, and key performance indicators for performance management. The performance management system assesses quality of response, quality of operations and resolution time, and customer experience and satisfaction.
Aviation Recruiting is a staffing firm comprised of aviation professionals with military and commercial experience. They provide recruiting services for aviation clients, including executive search, engineering staffing, flightdeck crew recruitment, and aircraft maintenance support. Their process involves getting to know the client's needs, conducting searches, managing candidates, presenting offers, and following up. Aviation Recruiting guarantees candidates for 90 days and has experience placing professionals globally with airlines and aerospace companies.
The document is a presentation on the aviation industry that covers several topics:
- It introduces the presenter and acknowledges their faculty.
- It discusses factors affecting the development of the aviation industry such as costs, government policies, and competition.
- It provides details on the growth of low-cost carriers in India and compares fares between low-cost and full-service airlines.
- It examines the increase in domestic airlines in India and how the aviation industry impacts the overall economy.
AirAsia is a Malaysian low-cost airline founded in 1993 that has expanded to several Asian countries. It operates the largest fleet of Airbus A320 aircraft and has orders for 264 new A320neo planes. AirAsia has won numerous awards as the world's best low-cost airline and has subsidiaries in several Southeast Asian countries under its brand.
Singapore Airline v/s Emirates in Aviation Industry MuskanJindal17
Comparison of Airline services between Singapore Airline and Emirates.
*For any help in presentation, please contact by mailing on jindalmuskan341@gmail.com.*
Low Cost Leadership Analysis On AirAsia Assignment / ReportFakrul Hassan
This document analyzes AirAsia's strategy of low-cost leadership. It discusses how AirAsia implements cost leadership across its operations, including high aircraft utilization, removing frills like free food and assigned seating, modernizing operations through standardization, using basic amenities like secondary airports, employing a point-to-point network, maintaining a lean distribution system, and keeping overall operating costs low. The analysis finds that AirAsia gains competitive advantages through this strategy, including both cost advantages and differentiation, establishing it as the leading low-cost carrier in Asia. Porter's five forces model and a SWOT analysis are also used to evaluate the industry and company. The research aims to understand AirAsia's success in applying Michael Porter's competitive strategies.
Emirates is the largest airline in the Middle East, operating over 2500 flights per week. It began operations in 1985 with two aircraft flying between Dubai and Karachi. Emirates has since grown significantly and established itself as a global leader in the aviation industry, recognized as "Airline of the Year" in 2011. The airline is committed to sustainability and eco-efficiency across its operations.
Organisational structure of airline industryJetline Marvel
The document discusses the typical organizational structure of airline companies. It begins by describing a functional structure with departments headed by executives who report to the CEO. Large international airlines may have 8 executives overseeing areas like human resources, finance, operations, marketing, and cargo. Smaller regional airlines have fewer positions but similar divisions. The document also describes the roles and organization of an airline operations control center, and provides Southwest Airlines as an example of a company that has successfully used a centralized structure.
This document provides an industry analysis of the Indian airline industry. It includes a timeline of major milestones in the industry, lists the major operational airlines in India, and discusses factors like demand, costs, regulations, and key players. It analyzes segments in the industry like low cost carriers versus full service carriers, and domestic versus international travel. Major airlines like Jet Airways, SpiceJet, and Kingfisher are discussed. The future outlook is also addressed.
This presentation explains about the Functions Of Management At IndiGo airlines with regards to Planning, Organising, Directing, Staffing, Controlling alongwith its SWOT analysis and masterstrokes.
An airline provides air transport services for passengers and freight. Airlines operate aircraft and may partner with other airlines. They require licenses from government aviation bodies. Airlines vary in size from small cargo carriers to large international airlines operating hundreds of aircraft across scheduled domestic, regional, international, and charter services. The first airline was founded in Germany in 1909. Key airline personnel include pilots, flight attendants, engineers, dispatchers, agents, and other ground crew who ensure safe and efficient airline operations.
The document provides an overview of the Indian aviation industry. It begins with an introduction to the industry, highlighting its growth and key characteristics. It then discusses the history of aviation in India and provides statistics on the current market size. The top players in the industry such as Indigo, Jet Airways, and SpiceJet are introduced along with details on their profiles, management, finances and operations. Challenges facing the industry and future projections for growth are also summarized. The presentation concludes with a discussion of various initiatives by the government to support development of the aviation sector in India.
Malaysia Airlines Strategic Management - case study now MAB analyses the beginning of the airline, its history (golden days) and how economic crisis affected the company. The pack also uncovers macro and micro environment of airline industry. The pack also identifies MAS (now MAB), Porter's framework, SWOT analysis for the company and the new beginning of the MAB. The pack detailed out the strategic management for the company and their moving forward plan.
The document provides a history and overview of Emirates airline from its founding in 1985 to present day operations. It discusses the airline's founding, key events and expansions over the decades. It outlines Emirates' current fleet size, destinations served, and goals for the future. The document also reviews Emirates' mission, vision, strategies, products and services offered across various classes. It provides financial reports on revenue, passengers and market share from 2008-2015. Finally, it performs outside analyses including PESTEL, Porter's Five Forces and McKinsey 7S framework to evaluate the external and internal environment.
This document provides an overview of Pakistan International Airlines (PIA). It outlines PIA's vision to be a world-class profitable airline meeting customer expectations through excellent service, on-time performance, innovative products, and safety. It discusses PIA's corporate values, organizational culture focused on safety, human resource management practices, product portfolio including passenger and cargo operations, SWOT analysis, and marketing strategy. The document also presents PIA's plans for the future which include reducing overhead costs, improving two-way communication, hiring based on merit, and properly utilizing aircraft fleets.
Southwest Airlines faced challenges in the early 2000s as legacy carriers had for some time. As long-time employees retired, there was a risk the company's low-cost culture could change. An analyst from Morgan Stanley noted in 2004 that Southwest may face the same issues other carriers experienced as a new generation of employees joined without experiencing the early struggles. While Southwest had success for 31 years, labor problems, rising costs, and new low-cost competition threatened its model in the 2000s, requiring a shift in practices to preserve the unique culture at the airline's core.
Sectoral analysis - The Civil Aviation Industry in IndiaSharon D'Costa
MBA, PGDM - Business Design project, 2nd Trimester, 2010.
This project involved extensive primary and secondary research and analysis conducted over 2 months. Information was obtained from airline officials, social networks, passengers & frequent flyers worldwide, aviation authorities, and the Ministry of Civil Aviation in India, apart from extensive online research of the Global aviation industry.
The document discusses the aviation industry and Jet Airways. It provides background on the aviation industry and economic challenges it faced in 2008 due to rising fuel costs and falling passenger numbers. It then discusses Jet Airways, including its founding and growth. It analyzes Jet Airways' decision in 2008 to lay off over 1,000 employees due to industry challenges, the public backlash, and its decision to reinstate employees after criticism. A month later, Jet Airways announced salary cuts of 5-20% for staff.
- AirAsia is a Malaysian low-cost airline established in 1993 that has grown to service over 400 destinations across Asia. It pioneered low-cost air travel in the region.
- The airline has expanded to include associates like AirAsia X for long haul flights and subsidiaries in other Southeast Asian countries.
- Through strategies like utilizing one aircraft type, online booking, and focusing on point-to-point routes, AirAsia has achieved strong financial performance with high profit margins while expanding air travel access across Asia.
Emirates is one of the largest airlines in the world, operating out of Dubai. The document discusses Emirates' strategic human resource management and performance management. It provides details on Emirates' vision, history, leadership, services, competitors, SWOT analysis, compensation strategies, workforce development strategies, talent acquisition, organization development, employee engagement, and key performance indicators for performance management. The performance management system assesses quality of response, quality of operations and resolution time, and customer experience and satisfaction.
Aviation Recruiting is a staffing firm comprised of aviation professionals with military and commercial experience. They provide recruiting services for aviation clients, including executive search, engineering staffing, flightdeck crew recruitment, and aircraft maintenance support. Their process involves getting to know the client's needs, conducting searches, managing candidates, presenting offers, and following up. Aviation Recruiting guarantees candidates for 90 days and has experience placing professionals globally with airlines and aerospace companies.
Aviation Recruiting is a staffing firm comprised of aviation professionals with military and commercial experience. They provide recruiting services for a variety of aviation roles including executives, engineers, flight crews, and maintenance technicians. Their process involves understanding the client's needs, conducting searches, managing candidates, presenting offers, and following up. They guarantee placements for 90 days. Aviation Recruiting has experience placing candidates globally with airlines, OEMs, and other aviation companies.
Emirates Airlines provides extensive training to its cabin crew over seven weeks using various methods including classroom, simulation, and on-the-job training. Emirates follows a three step process of assessment, training activities, and evaluation. Assessment involves determining training needs, training activities include methods like classroom, simulation, and mentoring, and evaluation measures the effectiveness of the training. Due to its rigorous training, Emirates cabin crew are regarded as some of the best in the industry.
Vishnu Prasad is seeking a challenging career in sales and marketing where he can utilize his knowledge and help the organization achieve its objectives and targets. He has a background in aircraft maintenance engineering and has worked in sales for Dunia Finance in the UAE. He also completed a 6-month internship at Air India working on maintenance of various Boeing and Airbus aircraft and their engines. He is looking to leverage his technical skills and qualifications in aircraft maintenance combined with his sales experience.
Aviation Recruiting is a staffing firm specializing in aviation professionals. They have extensive experience recruiting pilots, engineers, mechanics and other aviation personnel for commercial, military and corporate clients globally. Their recruitment process involves an initial consultation, active searching from their database of over 100,000 aviation professionals, managing the interview process, presenting offers, and following up to ensure placements are successful. They guarantee replacements within 90 days if a placement does not work out. As experienced aviation professionals themselves, they offer industry expertise and global recruiting capabilities to meet all client staffing needs.
Compensation and benefits manager certificationVskills
The document provides information about the Vskills certification in Compensation and Benefits Management. It discusses the objectives of the certification which is to assess candidates' knowledge of establishing fair pay systems, conducting compensation surveys, and ensuring compliance with laws. It notes that an important part of the certification covers performance evaluation. The certification can help job seekers and existing employees to improve their skills and advance their careers.
Compensation and benefits manager certificationVskills
Vskills Certification in Compensation and benefits assesses the candidate on the principal need of the organization which is establishing and maintaining a pay system which is fair to all. The certification tests the candidates in various areas which include methods to ensure fair and equitable pay, conducting surveys to compare their compensation systems with other companies and ensuring that the firm’s pay scale complies with changing laws and regulations.
http://www.vskills.in/certification/Certified-Compensation-and-Benefits-Manager
Presented at the 12th Annual GlobalMET Conference "Maritme Education & Training: Closing the Gap between What is Needed and What is Provided". ABSTRACT: To be proficient at sea we need to have a combination of underpinning knowledge,
relevant technical skills and the necessary soft skills, which make us good shipboard
team players capable of managing tasks in a safe manner. During maritime training,
it is important to assess these three areas to establish the proficiency gaps relating
to the learning objectives/ goals. These identified deficiencies could subsequently
guide and encourage us in more effective ways to tweak our learning artifacts to
fill in these gaps. This paper presents some of the tools, which have been
successfully used in classrooms and in simulator-based training both in formative
and in summative situations at the EMAS Academy.
Tony Fernandes is the CEO and founder of AirAsia, Malaysia's largest airline. He has an unconventional management style that breaks down hierarchies and prioritizes employees. Fernandes believes that happy employees will provide good customer service. AirAsia invests in developing and training its large workforce through programs like the cadet pilot program and the AirAsia Academy training facility. The document discusses AirAsia's people management practices, including performance reviews, diversity initiatives, and internal recruitment programs. It also provides recommendations for improving people management, such as hiring skilled workers, evaluating policies with employee input, and giving employees more autonomy.
This report analyzes the strategic management process of Malaysia Airlines. It begins with an introduction to the company, founded in 1937. It then covers a strategic analysis including PEST, SWOT, Porter's 5 Forces and value chain analysis. Next, it discusses strategy formulation, including differentiation and growth strategies. It analyzes business level strategies and Malaysia Airline's international strategy. Finally, it addresses strategy implementation, focusing on strategic leadership, change management, organizational structure and strategic control systems. The aim is to examine how Malaysia Airlines can overcome external factors and achieve its objectives through the strategic management process.
This document discusses human resource management practices at Emirates Airline. It begins with background on the company and describes challenges it faces, such as increased competition and market volatility, and how these impact HR functions like recruitment and employee performance. The document then analyzes macroenvironment factors affecting Emirates' HR, including its focus on career progression through a 5-factor model and HR's role in recruitment. It concludes that Emirates enhances career progression and performance management to address challenges and control external impacts.
The document provides information on workplace skills planning (WSPs) and annual training reports (ATRs) in South Africa. It discusses how the Skills Development Levy collected from employers is used to fund skills training. It also outlines the benefits to employers of submitting their WSPs and ATRs such as receiving a mandatory grant to offset training costs and qualifying for black economic empowerment points. The roles and responsibilities of skills development committees and their involvement in establishing WSPs are described.
Sherif Raafat is a 41-year-old married man with two daughters seeking a management position. He has a bachelor's degree in commerce and various training certificates. His career experience includes roles in administration management at several companies over the past 20 years. As an administration manager, his responsibilities include organizing events, managing security, budgets, policies and procedures. He aims to develop administration systems, establish new departments, and create business plans involving SWOT analysis and strategy setting. Some of his achievements include developing security, health and safety, and reporting systems as well as fleet management programs.
Over 25 years of experience in management, administration, and training roles at Kuwait Airways. Currently serves as Head of the Assessment Center, leading a team that evaluates candidates for hiring, promotion, and leadership development. Skilled in using computer systems to manage staff training, records, and assessments. Recognized for developing processes that identify and develop the highest quality candidates to support the company's strategic goals.
Arunangshu Ghosh is an aviation and facility management professional with over 20 years of experience. He currently works as an Associate General Manager at GMR Hyderabad International Airport, where he oversees customer facilities and logistics operations. Prior to this, he held roles in facility management, airline ground operations, and transport management. He has expertise in areas like airport operations, contract management, and business excellence.
Nathan provides a summary of his career experience in hospitality and tourism spanning over 12 years. His most recent role was as Operations Head at Elder's Life Care, where he was responsible for recruitment, vendor management, business development, and operations. Previous roles included Business Head at PVR Cinemas, Duty Terminal Manager at Mumbai International Airport, Passenger Service Agent at National Aviation Services in Kuwait, and Customer Service Assistant at Jet Airways. He has extensive experience in operations management, business development, customer service, and staff supervision.
Goa Shipyard Limited (GSL) is a leading shipbuilding company located in Goa, India. It was established in 1957 and designs and builds sophisticated ships for the Indian Navy and Coast Guard. GSL has shipbuilding, ship repair, engineering, and production facilities. It aims to achieve self-sufficiency in shipbuilding technology and promote the use of indigenous equipment in ships. The document provides details about GSL's vision, mission, departments, products, services offered, and the role of human resource management. It discusses GSL's approach to training and developing its employees.
Aviation Recruiting is a staffing firm comprised of aviation professionals who specialize in recruiting candidates for aviation clients. They offer recruiting services for executive positions, corporate roles, engineering jobs, flight deck crews, aircraft maintenance technicians, and defense contracting support. Aviation Recruiting guarantees placements for 90 days and has experience making global hires, especially in Saudi Arabia and the United Arab Emirates.
Originally presented at XP2024 Bolzano
While agile has entered the post-mainstream age, possibly losing its mojo along the way, the rise of remote working is dealing a more severe blow than its industrialization.
In this talk we'll have a look to the cumulative effect of the constraints of a remote working environment and of the common countermeasures.
12 steps to transform your organization into the agile org you deservePierre E. NEIS
During an organizational transformation, the shift is from the previous state to an improved one. In the realm of agility, I emphasize the significance of identifying polarities. This approach helps establish a clear understanding of your objectives. I have outlined 12 incremental actions to delineate your organizational strategy.
Enriching engagement with ethical review processesstrikingabalance
New ethics review processes at the University of Bath. Presented at the 8th World Conference on Research Integrity by Filipa Vance, Head of Research Governance and Compliance at the University of Bath. June 2024, Athens
Public Speaking Tips to Help You Be A Strong Leader.pdfPinta Partners
In the realm of effective leadership, a multitude of skills come into play, but one stands out as both crucial and challenging: public speaking.
Public speaking transcends mere eloquence; it serves as the medium through which leaders articulate their vision, inspire action, and foster engagement. For leaders, refining public speaking skills is essential, elevating their ability to influence, persuade, and lead with resolute conviction. Here are some key tips to consider: https://joellandau.com/the-public-speaking-tips-to-help-you-be-a-stronger-leader/
Impact of Effective Performance Appraisal Systems on Employee Motivation and ...Dr. Nazrul Islam
Healthy economic development requires properly managing the banking industry of any
country. Along with state-owned banks, private banks play a critical role in the country's economy.
Managers in all types of banks now confront the same challenge: how to get the utmost output from
their employees. Therefore, Performance appraisal appears to be inevitable since it set the
standard for comparing actual performance to established objectives and recommending practical
solutions that help the organization achieve sustainable growth. Therefore, the purpose of this
research is to determine the effect of performance appraisal on employee motivation and retention.
Specific ServPoints should be tailored for restaurants in all food service segments. Your ServPoints should be the centerpiece of brand delivery training (guest service) and align with your brand position and marketing initiatives, especially in high-labor-cost conditions.
408-784-7371
Foodservice Consulting + Design
Comparing Stability and Sustainability in Agile SystemsRob Healy
Copy of the presentation given at XP2024 based on a research paper.
In this paper we explain wat overwork is and the physical and mental health risks associated with it.
We then explore how overwork relates to system stability and inventory.
Finally there is a call to action for Team Leads / Scrum Masters / Managers to measure and monitor excess work for individual teams.
Ganpati Kumar Choudhary Indian Ethos PPT.pptx, The Dilemma of Green Energy Corporation
Green Energy Corporation, a leading renewable energy company, faces a dilemma: balancing profitability and sustainability. Pressure to scale rapidly has led to ethical concerns, as the company's commitment to sustainable practices is tested by the need to satisfy shareholders and maintain a competitive edge.
2. Overview of the Airline
Emirates Airlines is a Dubai-based airline company, which was founded in 1985
Emirates Airlines operates a total fleet of 270 aircrafts, flying passengers to over
150 destinations
Vision
Emirates Airlines’ vision is to be the leader in the aviation industry through
ensuring safety and quality of its products and services
In the same fiscal year, the airline achieved a total revenue of
around AED 91.97 million, which was a decrease from its
previous fiscal year
3. Structure of the Organization
The structure of the organisation is depicted below:
Power and authority is not centralized in the organisation
HH. Sheikh Ahmed bin Saeed Al Maktoum (Chairman
and CEO)
Sir Tim Clark (President)
Adel Ahmad Al Redha (Chief
Operating Officer)
Adnan Kazim
(Chief Commercial Officer)
Ali Mubarak Al Soori (EVP
Facilities & Projects
Management)
Abdulaziz Al Ali
(EVP HR)
Nigel Hopkins
(EVP Service Departments)
4. Strategic Planning of the HR
The strategy of the HR is built upon the bedrock of recruiting, developing and retaining
competent workforce that will support the needs of the organization
Ensuring that the HR strategy and initiatives are aligned with the company’s overall
strategic direction is also a key aspect that the entire HR department will have to
uphold
One way of ensuring such strategic alignment is to always
understand the overall corporate strategy and vision
5. HR Strategic Planning Cont.
The linkage between HR’s organizational objectives and strategy is achieved in the
airline through continuous assessment of internal and external environment and
corporate situation
The HR managers of the airline also aligns their work and strategy with the Group’s by
ensuring that they fully understand the environment the Group is in, like evaluating the
general business environment, the risks the industry is taking, and the current market
position that company is in
Such an understanding is used to ensure that the HR
department’s goals and programs are in aligned with the
Group’s strategies and direction
6. Job Analysis
Job analysis is the term used to explain the processes that is carried out by the HR
managers which involves the identification and evaluation of the duties, the roles
and responsibilities and specifications related to a certain job
The Emirates group has a database which contains a list of job roles and
descriptions.
These are used to implement job analysis for the purpose of updating information
concerning a particular job description, the specifications or other contents in the
job
Based on the data gathered from the HR manager interview,
Emirates have repository or database for job description and
specifications
7. Job Analysis Cont.
The HR manager of the Emirate Airlines consults with third-party experts on the specific
job for which they are updating, and they gather information from the experts about the
current skills and competencies related to the job
The management also gathers information from these experts to identify the job roles and
responsibilities and the qualifications for the job
Once the team gathers the information, they make drafts on the job description and
specifications, which is verified and approved by the subject matter experts
Updates are made in the current record of job description
and specifications in the system
8. Recruitment & Selection Process
The processes of recruitment and selection are considered as the most basic, but
important functions or activities carried out by the HR professionals at any
organization
When it comes to the strategy of retention, the Emirate Airline relies heavily on
rewards and benefits packages, both financial and non-financial
The strategy of recruitment performed by the Emirate
airlines is sound and robust
9. Recruitment & Selection Process Cont
Some modifications were made on the strategy of the Emirates Airlines, but the
management continued to ensure they recruit employees based on the
organization’s staffing needs.
For instance, the management made some decisions to suspend the recruitment
as response to the pandemic and some layoffs were carried out to reduce payroll
If there is a need for new hire, then the HR team will then
create job descriptions for the positions needed to fill
10. Employee Benefits
Allowances – e.g. meal allowances, hotel accommodation and transport
allowances
Concessional travel – inter-airline travel benefits
Accommodation – full accommodation at various designated apartment complex
at Dubai
Leave and Leave Travel – 30 calendar days leave annually
Medical and dental services
Insurance – life insurance and personal accident insurance
Non-contributory end of service benefit (EOSB)
The benefits issued to the employees varies depending on
the position being occupied by the worker
11. Compensation
The compensation strategy include fixed and variable compensation
Basic monthly pay and pay per flight hour are paid using UAE currency, while overseas
night stop allowances are paid using the foreign currency depending on the location
Cabin crew pay grade scale consist of two - Cabin Crew Grade 1 are those who work in
either the business or first-class cabin, while Grade II are those in the economy class
The pay structure depends on the position and pay grades.
12. Cabin Crew Payment Structure
Position/Grade Monthly Fixed Pay Variable Pay (flying
Cabin Crew Grade II
(Economy Class)
AED 4,260.00 AED 61.26
Cabin Crew Grade I
(Business Class)
AED 4,360.00 AED 67.00
Cabin Crew Grade I
(First Class)
AED 4,360.00 AED 72.50
Cabin Crew Senior
Supervisor
AED 4,825.00 AED 84.00
Cabin Manager AED 5,515.00 AED 90.00
The Emirate Airlines benchmarks existing employee
compensation and benefits packages against industry or
competitors
13. Training & Development
The training and development of employees within an organisation is an
important workforce and talent management procedure ensured by the HR
Manager of the Emirate Airlines
Providing appropriate and sufficient training and development opportunities for
employees has caused positive implications on the employees and the overall
organizational performance and productivity
Employee satisfaction within the airline has been improved
tremendously as a result of the training and development
scheme ensured
14. Training & Development Cont.
The training provided by the company depends on the position, which is also
specified on the website of the airline
Pilots and cabin crews have different process for implementing their training
For pilots, the first training carried out is the Type Rating course. This course aligns
the pilots to the different aircraft category that will be flown.
Simulation training is the second form of training given to
the newly employed pilots
15. Performance Appraisal
Performance appraisal enables the management of the airline to best measure the work
process of the employees
Performance appraisal is useful for improving productivity by helping employees
discover their strengths and weaknesses, and assists them in leveraging their strengths
and address their weaknesses
Performance appraisal is also used by the airline to understand how well the employees
are contributing to the goals of the company
It is very important for the HR team to determine what types
of trainings they need to provide to their employees
16. Performance Appraisal Cont.
For pilots, performance appraisal have their standard performance appraisal
procedure, which involve evaluation teams comprising of experts such as senior
pilots.
For cabin crew, cabin crew manager and cabin crew senior manager are
responsible for evaluating cabin crew personnel.
For ground operations, direct managers or supervisors usually handles the
performance appraisal.
The evaluation involve certain performance criteria, which
vary depending on the position and expected KPIs
17. References
Coral. (2021). Emirates Airlines Flight Attendant Salary & Benefits (2021 Updated).
Retrieved March 23, 2021, from These Gold Wings Website:
https://www.thesegoldwings.com/emirates-flight-attendant-salary
Emirates Group Careers. (2021b). Customer services. Retrieved March 23, 2021, from
Emirates Group Careers: https://www.emiratesgroupcareers.com/customer-services/
Jehanzeb, K., & Bashir, N. (2013). Training and Development Program and its Benefits
to Employee and Organization: A Conceptual Study. European Journal of Business and
Management, 5(2), 243-252
Nda, M., & Fard, R. (2013). The Impact of Employee Training and Productivity on
Employee Productivity. Global Journal of Management & Management Perspective,
2(6), 91-93.
Editor's Notes
The Emirates Airlines is a company founded by the government of Dubai which operates under the supervision of the Emirate Group of companies.
The airline was formed in the year 1985 and has emerged as a world competitor ever since
The organization is headed by the chairman and CEO, His Highness Sheik Ahmed and the president is Tim Clark. The hierarchical structure comprises of the president at the top and the COO, the EVP HR manager and the EVP project manager
According to the HR Manager, for the Emirates Airlines to link their HR strategy and programs with the overall strategy of the Group, they need to make sure that they fully understand what the Group is all about, what the Group wants to be in the future.
When it comes to the workplace planning, especially future planning regarding the needs of the workforce, the HR manager being interviewed noted that they plan the future needs of the workforce by gathering and assessing various forms of data, which include data on labor market, existing retention rates, organization growth and long-term plans, employee-based satisfaction, and many more
The process of job analysis begins by creating a team that will do the job analysis, which also include experts from the job field
The expert opinion of third-party consultants are sought by the HR Managers of the Airline. These experts provides the management with the right information which is needed to group and classify the job roles and responsibilities
According to the HR manager of the airline, the company’s core direction focused on organic growth, and that part of the recruitment strategy is to support such organic growth by recruiting local and foreign nationals ‘depending on the staffing needs before the Covid-19 pandemic
The first step in the recruitment and selection process of the company is to identify the staffing needs of the organization. That means a check is made to check whether the organization needs additional people to hire
The Emirates customer sales and service agents enjoy benefits such as accommodation and transport allowances, medical, life and personal accident insurance, education support allowances of children of employees, 30-day annual leave, annual leave travel, end of service benefits, pension schemes, discounted group travel, and Emirates Platinum Card
Bonuses for employees are provided by the HR. Performance bonus are based on the performance assessments system and document
The HR Manager of the Emirate Airline regularly checks industry average for salaries on a particular position. The same goes to rewards and benefits offered, in which HR department constantly review industry benchmarks depending on the position
At Emirates, employees are given training and development opportunities right after on-boarding, as well as throughout the employees’ tenure
The training and development structure of the company shows that the company have clear training strategy that aimed in equipping employees with the necessary advanced skills in order to deliver services and carry out their responsibilities within the company
At Emirates, performance evaluation is conducted annually, usually every November to early December.
Ground and inflight personnel are appraised differently.
The development plans are well established between employees and their direct supervisors