Importance of the Internet to human resource practitioners in Hong Kong Summary This article covers the importance of the internet to human resource practitioners in Hong Kong. Thereof, they surveyed public companies quoted on the Hong Kong Stock Exchange and companies listed in the Business Directory of Hong Kong. The author makes a random sample of 500 companies and mailed them a questionnaire. 147 were returned and used for the analysis. Within this survey they tried to find out how the internet affects the human resource practitioners in their typical workday. Whether there are differences between the perceptions of the importance of the internet to human resource practitioners according to internet connectivity or to the organization size. The realization of profits was also analyzed. For example to automate processes like recruitment and selection, train the employees, the access to news and the daily communication. Some of these aspects can improve the efficiency if you move them to the Web. Finally the results of the survey were split up in four areas of how human resource practitioners use the internet. The first area with 62 per cent was messaging like e-mailing, internet phone and group discussions. The second with 23 per cent was interactive browsing to read files or documents. 12 per cent use the internet for downloading, like images and software. And only 3 per cent use it for purchasing products.
Management Issues Within An Organisation Introduction The theme management issues, simply means managerial aspects which should be dealt with in order to increase performance with an organisation. McKenna (2006) identified that employees are valued assets of an organisation and that it is important to implement a strategy that is favourable to human resource and the business. Due to the tourism and hospitality industry being a consumer demand industry, the management tends to focus more on the monetary aspect by enforcing that the costumer’­s needs and wants are met, therefore neglecting the factors that develops the workforce. Management issues such as, Personnel Selection, Conflict and Stress will be analysed and discussed below. Human Resource Management The human resource management is the department that deals with the well-being of the employees in the organisation. It focuses on administrative activities such as, recruiting people, training, motivating staffs through work, hygiene factors and firing. Recruitment or Personnel Selection is an aspect that has to be handled properly, this is because if a bad selection is made it will hinder the progress of organisation, furthermore creating a long-term damaging effect as the poorly selected staff still works for the organisation. This is why it is important to state a specific description of the job as well as the organisation­217s
MASTER IN MANAGEMENT
HRM70204 - HUMAN RESOURCE MANAGEMENT
COMPARATIVE ANALYSIS OF GARUDA INDONESIA AND AIR ASIA’S HUMAN RESOURCE MANAGEMENT
Lecturer Name: Mr.
Chin Tuck Piew
Submission date: 15th November 2017
Globalization brings service providers in Indonesia in a complex and rapidly changing competition environment, thus, it requires accurate understanding and appropriate methods concerning the goals and important targets of the company in order to win the competition [ CITATION Gar15 \l 1057 ].
To ensure the movement of service companies remains focused towards the company's goals, the company develops the concept of quality service with good human resource practices including performance measurement, global talent development, work safety and comfort, certainty to human resource system development [ CITATION Gar15 \l 1057 ].
This effort is carried out to improve the service company employees' performance that is in directly contact with consumers.
The flight services market in Indonesia is continue to increase in line with the needs of airlines, airport infrastructure and the number of routes that increase every year, in addition, the passenger growth about 7% in a year [ CITATION Cen18 \l 1057 ].
Garuda Indonesia and Lion Air Group are becoming the market leaders of aviation service companies in Indonesia with different market segmentations. Garuda Indonesia concerning with the executive and business aviation market while Lion Air is focusing on the low cost carriers market segment. Garuda Indonesia Group's market share in 2017 is about 33%, while Lion Air Group controls the low cost carrier market with a 55% of market share [ CITATION Cen18 \l 1057 ].
The high market share of Garuda Indonesia is due to the good quality of service and fleet so that high prices can remains be competitive in the market, while Lion Air Group's market share is obtained from the cheap ticket prices. Nazwirman (2015) research explains that the only reason consumers buy Lion Air Group services is the variable price of cheap tickets, while the quality of Lion Air Group services is not including in one of the consumer interests variable.
Garuda Indonesia is airline with the best talent and internal management in Indonesia; Garuda Indonesia's customer service is the best customer service according to Skytrax, an airline quality rating agency [ CITATION Gar181 \l 1057 ].
Moreover, Lion Air Group's service quality has a number of problems, ranging from delays that continue to occur, some cases of incompetent employees until the reprimand from the national aviation authority. The Indonesian Ministry of Transportation in 2017 provided an ultimatum to Lion Air Group management to improve their Human Resources (HR) Management and operational management of the company.
This is related to the frequent flight delays and gas leaking cases and the other of unfavorable ethics of Lion Air Group employees [ CITATION Tri171 \l 1057 ].
Knowledge Based Management is carried out in this unit so that the human resource planning can be implemented properly. Garuda Indonesia e-Recruitment program not only as a tool to publish vacant position, but also as a place for entire administration process and its registration. This system has been implemented since September 2010 by recruiting Cabin Crew positions, and henceforth used for the other positions such as Aviators and professionals [ CITATION Gar181 \l 1057 ].
Regarding to the employees recruitment, the company also realizes the importance of a good recruitment in the midst of such intense competition in competing for reliable human resources.
Human resources in aviation services in Indonesia are still limited, especially for the cabin crew and aircraft engineers’ position. Garuda Indonesia is committed to recruiting workers who are competent in each field especially in engineering and service field [ CITATION Rop17 \l 1057 ]. To optimize the Human Resources, the company has also mapped out HR potential and allocated the right organizational functions (business units and corporate groups) in a capital human resource strategy that is updated annually.
Garuda also continues to improve management career so that it is easier to map the potential employees in the talent pool (Company group) [ CITATION Gar182 \l 1057 ].
Improving the employees quality makes Garuda's services more optimal, as a business and executive class airline, Garuda receives various service quality awards every year; like the World Airline Awards, Workers Choice 2018 and World's 5-Star Airline awards [ CITATION Gar181 \l 1057 ].
Garuda Indonesia assesses and evaluates the effectiveness of the work security system on an ongoing basis in accordance with studies in the business ethics document and work ethics. Garuda Indonesia upholds the principle of Equal Employment Opportunity, where Garuda Indonesia provides equal and open opportunities to all Garuda Indonesia employees to be able to develop careers in an effort to improve their competencies, in accordance with Garuda Indonesia Joint Working Rules and applicable regulations in the Human Capital Quality Manual or other company rules, while paying attention to the education, experience and competencies of the employees [ CITATION Wil172 \l 1057 ].
The main problem of Lion Air Group's human resource management is the absence of talent pool; including the poor performance measurement and human resource management that does not pay attention to employee welfare.
In some cases, flight delays occur due to the unready cabin crew and Lion Air Group employees at the airport [ CITATION Yas15 \l 1057 ]. Yasin (2015) research explains that Lion Air Group has the least airport crew compared to other airlines. Poor performance measurement makes airport crews do not work according to the Standard Operating Procedure.
This also happens to cabin crew who often get complaints from customers. Lion Air Group's Human resource management problems began with the Lion Air Group recruitment system that did not have a talent pool. Only in late 2017, Lion Air Group began the recruitment process with management trainees. Indonesia has a limited workforce in the aviation sector; potential talents prefer to enter major airlines such as Garuda Indonesia Group, Air Asia Grou.....
Regarding the collateral in association aspects and the rights of workers to take part in financial, business, socio-cultural, political and other legitimate activities not recognized by the management of Lion Air Group.
Because in 2016, Lion Air Group dismissed 19 senior pilots who were members of a trade union when the union organization demanded an improvement in the welfare and internal management of the Lion Air Group organization. A high-level arbitrarily managerial attitude makes the employee guarantees and rights are not fulfilled. The potential for internal conflict is not managed properly so it is creating an unconducive working environment with low work motivation.
As a result, Lion Air Group's service quality has declined, as seen in the past 5 years Lion Air Group has not received an award for service quality and more appreciation for marketing as low cost carriers. Lion Air Group also gets an additional loss of 27% in 2017 with a non-growing market share [ CITATION Cen18 \l 1057 ]. Currently, Lion Air is getting negative sentiment from the customers; the growth of low cost carriers industry with the entry of Garuda Indonesia's Citilink erodes the growth of Lion Air Group's market share.
The low quality of services also makes Lion Air Group get a warning from the Ministry of Transportation authorities in Indonesia and unable it t.....
The company is expected to set a layer system for the group of Captain and First Officer that applies to all types of aircraft. Adjustments to a higher layer can apply automatically every year [ CITATION Ren17 \l 1057 ].
Development of Performance Measurement, work discipline variable needs to be a concern for human resource managers of Lion Air Group.
The low of employee's work discipline makes service not optimal and bring out a low customer satisfaction. The measurement of work performance is strictly necessary to determine the employee's work progress. Implement inherent supervision to minimize the possible violations risk of the Code of Business Ethics and Company Work Ethics. Performance measurement needs to create a reporting system for possible violations of the Company's Code of Business Ethics and Work Ethics that are suitable to protect Lion Air Group's business objectives.
Performance Measurement must also be developed to ensure that periodic evaluations are carried out on the implementation of the Business Ethics and Company Work Ethics by the Internal Audit Work Unit to assess the effectiveness of implementation and how to improve existing weaknesses. In addition to internal performance measurements. Achievement of work performance can be used to improve employee welfare, because if the employee achieves a fortunate one not only the employee himself but the organization and co.....
Regarding to the employees recruitment, the company also realizes the importance of a good recruitment in the midst of such intense competition in competing for reliable human resources. Human resources in aviation services in Indonesia are still limited, especially for the cabin crew and aircraft engineers’ position. Garuda Indonesia is committed to recruiting workers who are competent in each field especially in engineering and service field. Improving the employees quality makes Garuda's services more optimal, as a business and executive class airline.Garuda strives to improve the Human Capital Manual (HCM) which regulates the HR policies, organization, recruitment and selection, mutations between units and between companies in the group, performance appraisal systems, career development and compensation in Human Resources Management System in order to set up competitive, innovative and high integrity workers who concerning to the goals of the company's business achievement. The main problem of Lion Air Group's human resource management is the absence of talent pool; including the poor performance measurement and human resource management that does not pay attention to employee welfare.
Employees are the most important asset of aviation Service Company, service quality is at stake in the management of human resource management. Lion Air Group needs to learn from Garuda Indonesia Group in managing their human resource management
to managing Human Resource with education and labour training, this development can be started by conducting business breakthroughs such as alliances with other airlines, applying the rating agencies standards or like Garuda Indonesia in collaboration with consultants for the development of aeronautical training in Skytrax. Lion Air Group can increasing Employee's Motivation and Welfareto improve their work responsibilities. Development of Performance Measurement, work discipline variable needs to be a concern for human resource managers of Lion Air Group.
Maintenance of labour and Socialization of the application of business ethics and work ethics.
APEC. (2017). Indonesia: Structural Reform in Air Transport Service. Singapore: Asia-Pasific Economic Cooperation Secretariat.