Air National Case Study Essay Example | Topics and Well Written Essays - 1250 words

Air National Case Study - Essay Example Presently, HR today happens to be an amalgam of two wildly distinctive roles, the first being while the second tends to be the personnel functional role that is the daily business of human resources that must be right; however, those daily roles also can be extremely strategic. The HR plays a unique role in helping the leadership of the organization assess all those elements, which tend to affect the strategy (Lepak & Gowan 2008, p.35). Apart from that the HR assists the management team in examining the implications of essential decisions, for instance, when Air National intended to add GoJet as an additional service, there were questions about this new investment project such as, what are the repercussions of introducing this project? What systems or processes necessitate supporting this investment? Is it possible to scale the organization suitably in supporting this new project? Considering that the human resources function turns out to be analytics, as well as metrics driven; only the HR leaders will be capable of providing relevant information in framing key business decisions (Torrington, Hall & Taylor 2008, p.25). In consequence of the challenging times within the business sector, companies have had to respond to the slowdown in economic activity by cost-cutting measures, for instance, the case of Air National there was the selling of aircrafts and buildings, along with the suspending or abandonment of unprofitable routes. Therefore, it is the duty of HR to come up with trends for compensation and benefits, thereby understanding the competitive landscape for top talent, together with the repercussions for employee retention, as well as their morale. This downturn provides a business with the opportunity to recruit extremely talented employees who might have been unaffordable in an improved economic environment, for instance, employees recruited for GoJet (Torrington, Hall & Taylor 2008, p.49). Question Two According to John Storey, there are a number of w ays whereby HRM has the ability of changing earlier attitudes and perceptions of personnel management in regards to managing people as contained in this latest model of HRM. If Air National applies these elements, it will undoubtedly enhance the management of its staff, thereby leading to enhanced performance of the entire company. The HRM must (Ivancevich 2006, p.36):- i) Increasingly seek to connect HRM concerns to the inclusive strategy of the organization. Apparently, organizations having the most effectual HRM policies and practices seek out to assimilate such policies within corporate strategies thereby reinforcing or changing an organization's culture. This is achievable through integrating HRM concerns into an organization's strategic plans thereby securing the acknowledgement and inclusion of a HRM viewpoint within the decisions of line managers. Therefore, HRM policies regarding various functions such as recruitment and training must be internally consistent plus at the sa me time being in harmony with the business strategies hence replicating the organization's core values. ii) Build strong cultures as a way of endorsing certain organizational goals since the aim of a strong culture are uniting employees by means of a shared set of managerially approved values such as quality, service and innovation, which tend to assume the recognition of the employee, as