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Human Resource in Aviation Industry
Human resources are a set of individuals who make the workforce of an economy. Human capital is a term related to human resources, but to a narrow scope, the term relates to knowledge and skills of a worker. Human resource represents people, Labor, Manpower or talent. Companies view employees as assets, whose actions and skills add value to the organizations. Firms need to practice effective human resource planning processes. For easy management of human resources in an organization, consideration on the demographics of employees, availability of workers, levels of skills of employees and on availability of funds to compensate workers is critical for easy management (Harzing & Pinnington, 2010).
According to Harzing and Pinnington (2010), one major concern about human resource in an organization is for the fact that employees are at time abused and in some cases traded. Relating employees to commodities of production are humiliating practice that goes on in firms without report. Human resources are social and creative as opposed to commodities. Unfair trade practices have led to an upsurge of unions in support of employee's rights. These unions represent the employee in an organization; they are representing employees when communicating with employers or the government. Human resources in the Aviation industry have unions. The industry faces employee strikes thus influencing their productivity. Unions are helpful in fighting for the rights of "the employee." Employee Union's unrest occurs because of ineffective management practices and unfair management practices. Sequencing, clearly defining and communication of tasks in an organization is a good practice. Pilots, managers, customer relations, engineers represent the Aviation industry. Human resources are mobile, and their ability to move from place to place makes them gain experience and knowledge (Kanki, Helmreich & Anca, 2010).
Labor Resources in the Aviation Industry
A well-trained human resource department ensures the company has high quality labor force. Competitiveness of the aviation industry necessitates players having well managed systems for managing human resources. Selecting the right employees is essential for any industry; well-trained employees perform tasks better and efficiently. Employment process starts with the identification human resource needs, followed by a selection process and finally recruitment and retention. Employees undergo rigorous recruitment process that ensures academic entry needs, experience criteria and that employees selected are team players. Human resource managers should communicate instruction effectively, plan activities, make sound organizational decisions and coordinate activities (Jackson, Schuler & Werner, 2011).
The importance of human resources in the aviation industry relates to organization's goal. Tasks performed by employees lead to the overall productivity of the industry. To maintain operational efficiency in the Aviation industry, management should resource departments, sequence job responsibilities and conduct staff training. Managers in the human resource department should select well trained and skill workers, from all divides (Harzing & Pinnington, 2010). Human resource managers in the Aviation industry must comply with legislations relating to discrimination and compensation. Criminal checks are a requirement in the recruitment process.
Human resource departments at Air claim Inc. And Aero jet carry out recruitment procedures, advertise for new placements, and induct employee into the organization. Managers offer Training facilities; allocate tasks and evaluation of performance. A human resource manager appraises, promote, handle disputes and communicate instructions. The recruitment process starts with the development of a job description, followed by short listing of candidates, preparation of interview, decision making on whom to employ, then finally induction of the employee in the payroll. Aviation industry has no option but to follow these procedures when hiring employees. Aviation industry mainly consists of the following players: Airlines, Airports and Airplane makers. All of these players employ people and performance of human resources is critical to their success (Dadpay, 2010).
Influence of Unions on the Aviation Industry
According Bray & Underhill (2009), unions have a great influence in the management of human resources in an organization. Unions in America have been on the decline due to change in policies and the economy. In the 1930s, union membership was on the rise. Union represents the employee needs, and when they feel oppressed. Unions have a right to strike. Competition and economic complexities have greatly affected profitability of Aviation industries. This makes Aviation firms likely not to fulfill their pledge of paying the employees' salaries. This has led to many strikes, which hinders growth. Unionized employees in the Airline industry represent over 70% of all workers. Employees come together in the union to collectively, fight for their rights that include, right to safe working environment and right to compensation. Collective agreements between employees and employers have fostered good relationship between employees and employers (Jackson, Schuler & Werner, 2011).
The Aviation industry has undergone many problems in terms of labor relations. Groups within this industry bargain separately but come together as one in "pattern bargaining." In the 80s, new union entrants (for example, NY Air) characterized Aviation industry. This was a period of deregulation and recession. Industry employees benefited from labor concessions. In the year, 1985-1990 characterized by economic recovery in the United States of America; employees had an opportunity to make negotiations (Jackson, Schuler & Werner, 2011). There was a restoration of wages and an increase in gains from a collective agreement. However, a United Pilot Strike overshadowed achievement gained. Recession resurfaced again in this period. Building through this period on, there has been a growth in profit and traffic, therefore; there is an expectation of increased negotiation within the Aviation industry. Growth in number of union members reflects an increase in the bargaining power of a union.
Collective bargaining agreement is the gains from a bargaining process. Collective bargaining agreement for the Aviation industry is typically the same as of other industries. Collective bargaining agreements yield, increase in leave days, increase in salaries or promotions. Collective bargaining agreements cannot handle all cases that arise in organizations; therefore, there is the need to use external laws, unwritten customs and norms. In the Aviation industry, collective bargaining agreements allow workers and their employers reach conclusive agreements. The Labor Relations Act and some laws relating to labor movements govern the agreements. Majority of workers of a collective unit gives their rights to a representative. The collective bargaining agreement encompasses the following points: an employer may not refuse to negotiate with a union if the subject is mandatory.
A mandatory subject bargained in good faith; the management should make unilateral changes. In cases where a dispute has arisen in the Aviation industry, the following needs to be considered: clauses that state those covered by the agreement need to written in plain language, clauses stating the objectives of the aggrieved party, and clauses relating on how changes may be taken in the future. Collective bargaining agreements are legally binding. These agreements succeed since they are in good faith and without any influence from any party. Unions within the Aviation industry appreciate the influence of laws and stature that advice collective bargaining agreements (Thomas, 2011).
Importance of Unions
Unions by way of negotiating, influence positively on all parties in the Aviation industry. Interests of all members to a collective bargaining agreement need consideration. Discussions between all members are in good faith; this gives every member a chance to make decisions. Since this is a collection of strategies between two parties, results from it are convincing. Employees gain better working conditions, have better prospects of promotion. Employers, on the other hand, gain more profits compared to competitors due to employee's productivity (Belobaba, Odoni & Barnhart, 2009). Aviation industry is characterized by a variety of professional groups, pilots; cabin crew and management represent workers of Airline. Aviation industry workers require better treatment at their places of work. Collective agreement promotes relationships within organizations. Employers appreciate needs of employees and compensate them according to industrial practice. Unions also promote positive workplace culture since cooperation enhances collective agreements.
Influences of unions on the Aviation Industry
Unions have a formidable influence in the Aviation industry. Labor is the largest cost in the Aviation industry. Labor expenses have reached a high of 37% this is because unions determine the employee's wages in the Aviation industry. Although unions determine payments of worker, industry players should not pay beyond the market price. A threat to strike by pilots or workers in an Airport might paralyze operations. Unlike products, which can be stored for future use, transportation services depend on time. Aviation workers through unions gain higher premium wage, as opposed to other professions. Aviation union's activities may lead to uncertainty of the future due to the constant demand of unions to increase employee's salaries, the constant increase in cost of production and the ever-fluctuating financial market (Belobaba, Odoni & Barnhart, 2009).
Unions assist in the development of policies relating to the labor market. Deregulation of Aviation industry practices ensures creativity in the industry. Unions assist governments and organizations in setting policies that govern human resources within an organization. In Australia, deregulation of the Airline industries assisted in lifting restrictions on fares and discounting fares. These actions of unions promote independence and…[continue]
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