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Qatar Airways is having a good economic factor and is under the government of Qatar that makes the company be able to have a stable image in the market for themselves. The company is expanding itself in a lot of locations and also helps in higher satisfaction level of the premium clients that are being targeted. The company is making sure that they are having experienced and well skilled employees so that they would be able to have higher client base that the firm would be expecting (Jalloh & Ming, 2020). The company did not having the right experience but with time learned to have a good transparency in the market so that would be able to make a strong place for themselves in the market. The company was founded in 1993 and had a lot of competition in the market but due to the unique segmentation and targeting was able to make a strong place for themselves in the market. There are a lot of advantages that are being provided to the clients as well so that there are going to be better functioning and reputation. Management and operations are high of the company and there are more divisions which are present and services are also many that are being provided in the market for the clients to have a better functioning (Manuti, Impedovo, & De Palma, 2017). HR policies of the organization are similar to all the other competitive airlines so that would be able to operate effectively in the market. The airways would not be able to have the right economic factor but they have not lose of their experienced employees to be able to have higher profit margins. There are a lot of competitors in the market which have lost them but Qatar maintained their economic factor and workforce in the organization by having the right strategies and measures. This factor makes the satisfaction and loyalty of the workforce and the customers is present since the company is having a good standard of working for themselves (Malik & Sanders, 2021).
There are a lot of policies that are present in the market for the businesses to follow in order to be able to make sure that there is smooth functioning. Businesses in the market have to make sure that there are higher operations which are present so that the company can make sure that they are having the right standards and brand image in the market. An internal factor does make a lot of impact on this aspect therefore the organization must take decisions according to its which is good for the company.
1. Improvement of employee retention
It is very important to have a good retention level of the workforce in the organization and this factor can be present if the policies that the human resource department are using are effective in nature. Businesses in this industry are increasing and have a good profit margin as well that is why it is essential for the company to make sure that they are taking the right measures to be able to gain the right working. By making sure that the basic needs and motivation factor of the staff is present in the organization that is going to make the retention level be higher (Strielkowski, Kalyugina & Mukhoryanova, 2019). The company has to make the right actions and improvement so that they would be able to have the right standards of working in the market. Qatar Airways is having 173 destinations and its headquarters are in Doha, Qatar. The company is having more than 50,110 employees working as of 2020. Good training and development with the changes has to be provided to them so that there is going to be right standards that are present in the organization. Employees are not focused upon when there are chances which are taking place and it is important for the company to make sure that they are taking the right actions to be able to maintain their standards. Benefits and advantages must be provided to the staff of the company so that there is going to be right working and functioning that is present in the market. Responsibilities of the human resource department are high in the market therefore it is important for them to conduct and implement the employee retention strategies that is going to be focused on the workers (Greer, Lusch & Hitt, 2017). Pressure needs to be divided of the staff members equally so that there is going to be right operations and working that the company can easily gain so that there would be able to make sure that there are better satisfaction that is present.
2. Effective customer service practices
Getting the right balance in the internal and external services of this department has to be present. There is a lot of stress on the HR to make sure that there are right services and products that are present for the clients and that is only possible when the internal environment is well maintained. It is important for the company’s HR to make sure that they are hiring the right workers and Qatar airlines is having good experienced so that the presences and working would be more effective and efficient (Crane & Hartwell, 2019). Staff of the company is well informed about the clients and are given the empowerment of the quality of service so that they would be able to make the decisions themselves according to the clients. There is a different expectation that all the clients have from the firm and it has to be balanced. Undertaking strategic planning and processes for the workforce is very essential within an organization so that there are better and higher standards which can be gained. Investment and good experience is also required in this aspect so that the establishment would be able to make the right decisions and actions for themselves. Conflicts have to be solved so that there is going to be higher operations and working that Qatar is going to have. When changes come in Qatar Airlines there are going to be conflicts in the workers since they resist to changes but when they are provided with full details and transparency from them to trust that is present. The focus is going to be on the outcomes so that they would be able to make the right decisions and working that is present for the organization to have (Crane & Hartwell, 2019). There are decisions taken for the long run by the human resource department so that they would be able to have better functioning.
3. Technology to improve internal communication
There has to be good communication that has to be present to make sure that there are right actions and improvement that are taking place in the organization. Good boosting of the workers can only take place when the establishment would be able to make sure that there is good culture and beliefs that are being followed. Employee creativity has to be present in the company therefore there is good technology that can be added so that the backbone would be able to make the right decisions and improvement in the organization (Crane & Hartwell, 2019). There are cloud technology and email method that can be used by the organization to make sure that they are having the right working and processing in the market so that there is better functioning. Human resource has to encourage the staff to make sure that there is good sharing of data which is present so that there is good output that is present. Realistic goals have to be set by the company so that there is timelines can be matched and planning has to be done effectively so that there is good audience that is present. Internet has made the working of Qatar much better and can be used as a great advantage for the company so that there is going to be right working in the market. There has to be good issues that have to be addressed so that the company is going to have better policies and working so that they can have better communication and that is going to make sure that there are high achievements. Technology can be helpful in a lot of other forms as well if there is good knowledge of this important aspect. There are changes which are taking place and improvement in them as well which can be used by the businesses to make sure that they are having the right performance for themselves.
4. Create and revise employee performance appraisals
There are a lot of designs and implementations that are present so that the company would be able to make the right placing for them in the market. Performance appraisals have to be present and that is authorities would be able to make sure that there is good operations and working that is present. The employees are allotted a lot of work but on short timeline so that they can be monitored in Qatar which is good for the company to ensure that there is good working (Nieves & Quintana, 2018). Responsibilities are well distributed and well maintained working has to be present reviewing has to be done so that they would make the working of the company be smoother. The firm has to be implementing the right working and performance has to increase with time that is going to make sure that there are higher operations and working. Participation of all the workers has to exist in the establishment so that there is good working and performance that is present for a long. Guidance of the organization has to be present so that there are various actions which are present and managers must take the right decisions to make this factor be under control. Situation has to be well dealt so that there is going to be better decision making that is present so that they can have better policies for the future, making the firm be able to have better standards, value and branding for themselves in market (Petrick & Furr, 2017). All the staff is not giving in their best therefore they have the be monitored and supervised to make sure that there is no bias decisions which are being taken for anyone in particular and neutral planning has to be done. Any unfair treatment in the establishment is going to make the internal working be affected majorly and the standards might fall in market.
Qatar airways are going to make sure that they are putting out the right information about the candidate that they are looking for so that they can get the right personal responsible for the job. There are a lot of responsibilities which are present on the secretary that is present in a business and in Qatar Airways there are a lot of changes and PR decisions that are being taken therefore the secretary has to match the standards (Vidotto & et.al., 2017). The knowledge and information of the business has to be high and must make sure that there is going to be good management that exists in the company so that there is smooth working. The supplies and inventory has to be checked all the time to make sure that there is good manufacturing and information has to be good which is being passed on. To select this candidate there are going to be a lot of rounds that would be present so that there is good hiring. There are a lot of procedures that are present in Qatar Airways that have to be the same and good balance has to be present so that even in this situation the firm would be able to make sure that there is good working that is present. Salary set for the secretary is high in Qatar since there is a lot of pressure therefore the salary would be approximately $173,651 to $269,749 (Hughes & Byrd, 2017). Greetings, direst impression and other factors like answering the phone even has to be done well so that there is a good environment that is present in the company so that they would be able to operate effectively. There has to be one sense of direction hat a business must have so that they would be able to make sure that there are right actions and improvements that the business can have. Innovation and changes are taking place rapidly and if there are going to be good policies that are set then the organization would be able to make a better place for themselves in the market easily.
Good experience must be present in this candidate to make sure that there are right actions and improvement that can take place. There is already a lot of competition and for the marketer of Qatar there is going to be a requirement for them to have the right knowledge of all the departments of this department so that the functioning would be able to take place effectively (Di Fabio & Peiró, 2018). Marketing department has assistant, coordinator, digital manager, etc. and all these aspects must be understood by the marketer so that there is good working that is present. For the best team working and building it is very important for the company to make sure that they are using the right strategies so that there is effective working. Job titles are not different for all the marketers therefore the salary would be varying per hour that is going to be $14 to $50 and monthly the marketer in Qatar would be able to earn around $44,918 to $79,689 (Aust & et.al., 2017). This is a large amount since this department can help the business be able to have the right standards and branding in the market. Good social media handling must be present and make sure that there are right actions and improvement that are taking place so that the organization would be able to gain the correct economic factor.
Long term planning is very important in this field that would help the organization be able to have a good quality of services and products in the market. The operation management is going to need the right labour force for the productivity and be able to have the right relationship with them as well so that would be able to operate effectively. There is a lot of internal pressure which is present on operation management for the quality and standards of the products that is present. There are a lot of opportunities that are present so that there are higher operations and working that is present. Budgeting and other aspects like getting in ideas and other aspects have to be learned by the operations management. The salary of the operation manager would be approximately $80,636 to $109,182 that is a large amount as well. Skills, experience, employers, etc. has to be higher to be able to have the right working and functioning that is a great factor for the company to have (Chadwick, 2017). Duties and responsibilities of operation management is fixed to make sure that there is going to be one sense of direction and that is going to make sure that there is typical working that is present. It is very important to have efficiency that is present so that the company would be able to make the right place for themselves in the market. Operations have to be well maintained so that it is easier to match the demands and needs of the clients in market and helps to gain competitive edge as well.
Qatar Airways is having a proper guidance for the health, safety and wellbeing guidance for the workers of the firm so that there is going to be right environment within which all the staff is working. There is an expectation that an employee’s has from the establishment and this must be fulfilled in order to be able to gain the right attention and working. Supportive environment is very important within an organization and this can take place when there would be having a set priority list so that there is a good social condition (Wass, 2019). Safety factor in Qatar Airways is that to make sure that they are taking the right actions and improvement that is required by the organization to be able to gain the right attention. Safety is when all the staff of the organization is going to be treated equality that is a very essential factor to have so that they would be able to make the right working. Long term effectiveness has to be present and this is a very important factor. The loyalty and trust of the workforce has to be gained and to be able to have that there must be right actions that are being taken by the company (Agolla, 2018), Physical and mental safety has to be provided to the staff and if that is disturbed then that pressure of making it better is on the human resource employees of Qatar Airways.
There are a lot of situations that are present in Qatar that are going to rise and they have to be well balanced for the benefit of the organization. These issues, if not solved on time can lead to major issues for the future therefore they have to be addressed on time. HR’s job is to understand and make sure that the problems of the staff are being solved on time (Bogomolova, 2018). There are national institutes and safety and health safety of the employees so that there is going to be a treatment and strict following of this aspect so that there is a good work that can be done. Covid-19 situation has changed a lot of working factors and they have to be followed by them to be able to gain their attention and the organization to be able to operate effectively (Bogomolova, 2018). Since there is a government associated business the company has to gain the trust of the employees and support the government in the actions they are taking for the safety of the population. There is a direct productivity that is present in the organization to be able to gain the right attention of the staff. Despite of the pandemic situation Qatar is having a good number of staff that is willing to make there be able to operate in this difficult time as well which is a great factor for the company to have. Staffs are the backbone of an establishment therefore it is very essential to take actions for them which are good for the reputation of the company and for the long competitive run as well in market.
To be able to have a good wellbeing there has to be statistical data that must be collected by the human resource of the company to make sure that there is right working and functioning which they are having. There is a direct link of the wellbeing of the staff and the organizations productivity and this is a great concern for them to have for a long run. Focus of the human resource must be on the workforce of Qatar Airways so that there are right actions and improvement that is taking place. Wellbeing is going to be present when there are right management that are being hired so that there are effective and safety factors that are present in the company (Mhina, 2017). Documents that are being gathered are for the staff as well so that there are changes that are coming according to the workers of the organization so that there are right inputs and outputs that they can expect. The competition and current pandemic situation had made the HR department be more active in the actions and working of the organization that has to be well understood so that there are better operations and working that is present. HR are the leaders within a firm that act like the bridge between management and staff so that there is going to be right working and standards and value of the company is well maintained in market. There are risks that are being taken by the company but till then there is no internal support that exists for the risks which the business has to take for making a place in the market as well. Policies of health, safety and wellbeing have to be followed in the organization so that there are right actions that are being taken. Interest of all the individuals has to be present in the company so that they would be able to have the right balance of the profit margins and competitive edge in the market as well (Yilmaz, 2019).
Books and Journals
Agolla, J. E. (2018). Human capital in the smart manufacturing and industry 4.0 revolution. Digital transformation in smart manufacturing. 41-58.
Allarakhia, M. (2018). Evolving models of collaborative drug discovery: managing intellectual capital assets. Expert opinion on drug discovery. 13(6). 473-476.
Arguelles, A. (2018). Book review: Joseph N. Cayer and Meghna Sabharwal, Public Personnel Administration: Managing Human Capital.
Aust, I & et.al., (2017). Tensions in managing human resources. The Oxford handbook of organizational paradox. 413.
Bogomolova, Y. I. (2018). Human capital of transnational corporations in the energy sector.
Chadwick, C. (2017). Toward a more comprehensive model of firms’ human capital rents. Academy of Management Review. 42(3). 499-519.
Crane, B., & Hartwell, C. J. (2019). Global talent management: A life cycle view of the interaction between human and social capital. Journal of World Business. 54(2). 82-92.
?ali?, N & et.al., (2019). The Importance of Information Technologies in Managing Human Potentials of the Logistic Centers of the Republic of Srpska. JITA-JOURNAL OF INFORMATION TECHNOLOGY AND APLICATIONS. 17(1).
Di Fabio, A., & Peiró, J. M. (2018). Human Capital Sustainability Leadership to promote sustainable development and healthy organizations: A new scale. Sustainability. 10(7). 2413.
Greer, C. R., Lusch, R. F., & Hitt, M. A. (2017). A service perspective for human capital resources: A critical base for strategy implementation. Academy of Management Perspectives. 31(2). 137-158.
Hughes, C., & Byrd, M. (2017). Managing human resource development programs: Current issues and evolving trends. Springer.
Jalloh, A. A. A., & Ming, F. (2020). Managing Human Capital as a Strategic Source of Sustainable Enterprise Development and Competitive Advantage. International Journal of Management and Humanities (IJMH) ISSN. 2394-0913.
Kianto, A., Sáenz, J., & Aramburu, N. (2017). Knowledge-based human resource management practices, intellectual capital and innovation. Journal of Business Research. 81. 11-20.
Malik, A., & Sanders, K. (2021). Managing Human Resources During a Global Crisis: A Multilevel Perspective. Brit. J. Manag.
Manuti, A., Impedovo, M. A., & De Palma, P. D. (2017). Managing social and human capital in organizations. Journal of workplace learning.
Mhina, S. J. (2017). Experiences of Integrating Human Capital Management Information System in Managing Teachers’ Records in Mkinga District, Tanga Region (Doctoral dissertation, The Open University of Tanzania).
Mukhametova, A. D., & Kashirina, A. (2020). Managing The Development Of The Region Through The Use Of Human Capital. In European Proceedings of Social and Behavioural Sciences EpSBS (pp. 327-333).
Nieves, J., & Quintana, A. (2018). Human resource practices and innovation in the hotel industry: The mediating role of human capital. Tourism and Hospitality Research. 18(1). 72-83.
Petrick, J. A., & Furr, D. S. (2017). Total quality in managing human resources. Routledge.
SHIRINKINA, E., & KODINTSEV, A. (2018). Management of human capital in the national economy: Estimation and simulation. Revista Espacios. 39(44).
Strielkowski, W., Kalyugina, S., & Mukhoryanova, O. (2019). MANAGING HUMAN POTENTIAL AND YOUTH SOCIAL ENTREPRENEURSHIP IN PERIPHERAL REGIONS. Management Research & Practice. 11(3).
Vidotto, J. D. F & et.al., (2017). A human capital measurement scale. Journal of Intellectual Capital.
Wass, V. (2019). Personnel economics: managing human resources through performance-related pay. In Elgar Introduction to Theories of Human Resources and Employment Relations. Edward Elgar Publishing.
Yilmaz, A. K. (2019). Strategic approach to managing human factors risk in aircraft maintenance organization: risk mapping. Aircraft Engineering and Aerospace Technology.
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