In-Flight Catering Service is Australia's largest independent airline catering service, providing food to domestic and international flights. It aims to offer high quality, restaurant-style meals prepared by expert chefs according to various cultural cuisines. However, the company faces problems related to weak HR policies and practices, including improper employee induction, lack of training, low morale due to insufficient appreciation, and conflicts between permanent and casual staff. Mistakes in hiring, such as bringing on untrained casual employees during busy periods, have led to delays and lost contracts.

2. Introduction
 In-Flight catering Service is the Australia’s largest independent food
catering service for airlines. It provides its catering service to domestics as
well as international flights.
 The company main business behind the catering service is connected with
brands that were offer to a customer with the wide range of product and
service that were needed onboard.

3. Uniqueness of In-Flight Catering Service
 It has not only modern design menu but also their process of providing
restaurant quality style food was created with the help of cooking experts
and they have their own cooking chefs who has an expertise in cooking
different cultural and national food for the flight customers.
 In-flight service provides the highest level of airline catering safety and
quality in accordance with National, State, and local regulations. They are
the chief provider of freshly prepared food for the airline industry in terms
of quality, price, service, and safety.

4. In-Flight Catering Service Faceoff’s
 Being a large organisations it comes across many problems that where
difficult to solve .
 Due to weak HR policies and practice employee of the company has to
suffer from improper induction process.
 This problems were inbuilt in job itself among the workers, because
company heir most of the employee on the casual bases as well as does not
provide proper training and development skills.

5. In-Flight Catering Service Faceoff’s conti….
 There is no levels of appreciations given by the company to the employee
due to which it lower down the employee morale.
 One main factor that company faceoff is their most of casual employee is
non-native speaker and there is a conflict of harassment and bulling
amongst permanent and temporary employee.
 The recruitment and selection process of company HR is very weak that it
ultimately affect the employee job performance.

6. Problems
 Job Dissatisfaction
When employee are not satisfied with the management, pay and other staff
members , at that time they are feeling embarrassed to do work or any
projects.
In addition to that, some time work load and pressure also cause high
amount of job dissatisfactions.
Employees are seeking rewards from the management, if they do not get
rewarded then they get upset and dislike their position.

7. Job Dissatisfaction conti…
In this organization, workers are not getting reward from the management
for their work and for that reason they are not happy and had a issue with
the management for their work limit. Because of they are not rewarded by
manager or supervisor, they demoralized and the efficiency of doing work
also decreased. A project can be done in a week with the team, they are
taking more time to complete that.
Employees are taking more days off, so high absenteeism cause less staff
less work. And management can not provide facilities on time on board
sometime, and because of that they have loose contract with such flight
which were on pick time.

8. Weak hiring practice
Some time management make mistake on hiring people for the work. That
causes more money on training for them and less work for that time period.
In some cases, companies are hiring people without checking their
background and knowledge for that position and they have suffer for giving
them training and wasting extra money after those people.
Companies are hiring casual on probation period and for that they have to
pay more whether they are skilled or not.

9. Weak hiring practice
In this organization, management created a mistake last year on Christmas
period, they needed more staff because of busy schedule in this time, they
hired some workers on casual basis and because of early start they did not
enough training and they were not skilled for that position. Because of that
reason, they were not feeling comfortable to do work and they would not
finish their work on time, so management unable to supplied food cart on
time to airlines.
Many of the customer did not enough food and packaging was not good as
well so company loose the contract because of their irresponsibility of
management and supervisor.

10. Recruiting Human Resource
 Strategic recruitment
 Strategic recruitment
 Recruitment
 Employment branding
 Employment checklist
 Recruitment activities
 Internal recruitment methods
 External recruitment methods

11. Strategic
recruitment

12. Human resource development
 Strategic human resource development
 Human resource development methods and techniques
 Orientation
 Psychological principles of learning

13. A systematic training and development model

14. Change Management
 Is the set of process that ensure significant changes are implemented in
controlled and systematic manner
 Most business disappeared
Social
Political
Economic
Technological factors affect them
 HR Managers are facing challenges to connect employee’s productivity to
overall organizational goals

15. Change Management
 Manager working in multicultural environment deals with
communication, ethics and management problem
 HR provide structured framework for change

16. Change Program for In-flight Service
 Recruitment and Selection
Seeking and attracting a pool of qualified candidates for job vacancies
Internal or external recruiting
Bulletin boards, personal
letters, advertising, empl-
ment agencies etc.

17. Recruitment and Selection

18. Change Program for In-flight Service Conti….
 Training and Development
Training start when an employee enters an organization
Includes training and development, career planning and performance
appraisal
Helps to achieve business objectives through individuals goals

19. Training and Development model

20. Change Program for In-flight Service Conti….
 Retention Plan
Helps to reduce cost spent on hiring and training new employees
Factors that affect employee retention are rewards, communication, purpose
of job to employee, recognition at work place, working environment
Employees leave managers and supervisors more often than they leave
companies
Freedom of speech given to employees

21. Change Program for In-flight Service Conti….
Focus on Motivation
 Providing a positive working environment
 Reward and recognition
 Increase employee engagement
 Develop sills and potential
 Evaluation and measure of job performance