Emirates Airline, the Dubai-based airline provides top-class service and in-flight experiences to its customers. Their commitment to its customers has been a key differentiator in the Air line industry, allowing it to garner a significant amount of market share. In year 1985, Emirates flew its first route out of Dubai with two aircrafts-a leased Boeing 737 an Airbus 300 B4. By mid 1980’s Gulf air cut back its services to Dubai, Emirates Air line was conceived in 1985 with a backing from Dubai’s royal family. Government of Dubai has been provided capital of USD 10 million to develop a regional focus to connect underserved markets.
It has also been able to reward those employees who have performed outstanding work in the teams. The company’s rewards have in the past included retreats for the team members to further bond and learn cabin crew and emergency procedures and customer service management. In 2013, Emirates Airlines team in Singapore entered into a deal
Competition among business organisations for recruiting the best potential has increased focus on innovation, and management decision making and the selectors aim to recruit only the best candidates who would suit the corporate culture, ethics and climate specific to the organisation. The process of recruitment does not however end with application and selection of the right people but involves maintaining and retaining the employees chosen. Despite a well drawn plan Theon recruitment andselection and involvement of qualified management team, recruitmentprocesses followed by companies can face significant obstacles inimplementation. Theories of HRM may provide insights on the best approaches to recruitment although companies will have to use their inhouse management skills to apply generic theories within specific organizational contexts. Executive chef of Dusit Thani Maldives is going to be joining with another Resort in a month.
Recruitment & Selection: It initiates the people to apply for job and choose the right person for the right job. 2. Induction & Orientation: After the entering into the organisation the HR department offers induction and orientation to the new entrants to make them comfortable in an organisation. 3. Training & Development: Based on the Job analysis and training needs assignment the HR department conducts training and development programs to perform the current job effectively and develops the manpower in future oriented also.
Company’s sole shareholder is the Government itself of Abu Dhabi, was been extracted from its combined venture in “Gulf Air in the year 2005” and preserved its spotlight on Etihad Airways. The focus of the analysis will be on assessing the company’s macro environment by means of a PESTLE analysis, determining marketing strategies and objectives as well as undertaking the SWOT, SWAN and competitor analysis. In addition this report will also focus on the differentiation and positioning, the target market and its social responsibility. The Service which will be critically analyzed will be the Diamond First Class , its positioning , its competitors and its market share in the UAE Aviation industry. In the following part, Etihad Airways is being analyzed in terms of political, Economic, social, technological and legal factors.
1.1: Company Profile: The largest airline of United Arab Emirates is the Emirates.it came into being in 1985 and the founding stone of the airline is put in Dubai. It is run under the name of Emirates Group. The airline is used more than 3500 flights at weekly basis. The operational cycle of the airline is spread all most every corner of the world. The airline used world’s top 10 carriers for its operations.
This competition would be a difficult one, but if the airline is confident enough to gain the market share then it would definitely achieve a good profit. Analysis of competitors hence becomes an integral part of the strategic setting up method. The direct competitors of Etihad are Emirates Airlines, Saudi Arabia Airlines, Qatar Airways, Singapore Airlines, Malaysian Airlines and Thai Airways operating in different regions across the globe. The biggest of all is the Emirates Airlines. The indirect competitors include Telecom industry and Holiday Cruise Line industry.
Recruitment and selection process is dealt with mostly the human resource (HR) department, although in many organisations it is common for other heads of department to be involved in the process to make sure that technical considerations are assessed during recruitment and selection so that no faults are made. Organisation also have to make a decision as to whether it is better to recruit internally or externally, and both come with advantages and disadvantages. There are also legal consideration to take into account when associated with recruitment and selection process which is imperative that an organisation sticks to (Aylott, 2014) Recruitment and selection bests practices The first few steps in recruitment should be fairly straightforward. It is important for the organisations HR department to know how many position within the company are free, and what necessary skills and abilities are needed
This has led to Pegaus also becoming one of the leading airlines, to adopt fleet-wide Wireless Groundlink End to End Network Solutions, a system providing double direction data transfer that is significant with regards to the traceability of systems. 2. Human Resources Pegasus Airlines are committed to hiring the highest calibre staff to join our team. Once a new position has been identified in the company, we evaluate applicants in our human resources database and/or publish open positions. Applicants are evaluated on the basis of suitability for the position, skills and personal qualities.