Colleagues,
I am currently appointed as an HR and Administration Manager in an airline that is undergoing massive reforms after a long period of underperformance. It is an aging institution with very poor and outdated HR systems. I want to start by conducting an HR Audit to develop an HR Strategy. Can someone share insights and templates for carrying out this in an airline context?
From Tanzania, Dar Es Salaam
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I am currently appointed as an HR and Administration Manager in an airline that is undergoing massive reforms after a long period of underperformance. It is an aging institution with very poor and outdated HR systems. I want to start by conducting an HR Audit to develop an HR Strategy. Can someone share insights and templates for carrying out this in an airline context?
From Tanzania, Dar Es Salaam
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Dear Lembris,
If the airlines are not doing well, it could be due to the lack of measuring organizational performance. Therefore, your first task would be to start measuring the organization's performance, breaking it down into various departments, and assigning those measures to the respective Heads of Departments (HODs). Any HR intervention should focus on reducing operational costs.
Apart from defining performance measures, you should also establish recruitment standards. Customer satisfaction begins with proper recruitment because the wrong people do not deliver the desired performance levels or satisfy customers.
Furthermore, you should outline the managers' roles. Managers play a crucial part in motivating employees, and many factors depend on the employees' motivation. This aspect should also be addressed.
If you need further assistance, please feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
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8032If the airlines are not doing well, it could be due to the lack of measuring organizational performance. Therefore, your first task would be to start measuring the organization's performance, breaking it down into various departments, and assigning those measures to the respective Heads of Departments (HODs). Any HR intervention should focus on reducing operational costs.
Apart from defining performance measures, you should also establish recruitment standards. Customer satisfaction begins with proper recruitment because the wrong people do not deliver the desired performance levels or satisfy customers.
Furthermore, you should outline the managers' roles. Managers play a crucial part in motivating employees, and many factors depend on the employees' motivation. This aspect should also be addressed.
If you need further assistance, please feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
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