Colleagues
I am currently appointed an HR and Administration Manager in an airline which is undergoing massive reforms after a long time of underperformance. It is an ageing institution but with very poor and outdated HR Systems. I want to start and thinking of conducting an HR Audit so as to come up with an HR Strategy. Can someone share insights and templates for carrying out this in an airline context?
From Tanzania, Dar Es Salaam
I am currently appointed an HR and Administration Manager in an airline which is undergoing massive reforms after a long time of underperformance. It is an ageing institution but with very poor and outdated HR Systems. I want to start and thinking of conducting an HR Audit so as to come up with an HR Strategy. Can someone share insights and templates for carrying out this in an airline context?
From Tanzania, Dar Es Salaam
Dear Lembris,
If the airlines is not doing well then it could be because of non-measurement of the organisational performance. Therefore, your first job would be to start measuring the organisation's performance, further break it down to various departments and assign those measures to the various HODs. Any HR intervention must be aimed at reduction in operational cost.
In addition to defining the measures of performance, you may define various standards of recruitment as well. Customer satisfaction starts with the right recruitment. Wrong people never give desired level of performance nor do they satisfy the customers.
Going further, you may define the role of the managers. Managers play vital role in motivating the employees. Many things depend on the motivated state of the employees. You may work on that also.
For further assistance if any, feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
7855If the airlines is not doing well then it could be because of non-measurement of the organisational performance. Therefore, your first job would be to start measuring the organisation's performance, further break it down to various departments and assign those measures to the various HODs. Any HR intervention must be aimed at reduction in operational cost.
In addition to defining the measures of performance, you may define various standards of recruitment as well. Customer satisfaction starts with the right recruitment. Wrong people never give desired level of performance nor do they satisfy the customers.
Going further, you may define the role of the managers. Managers play vital role in motivating the employees. Many things depend on the motivated state of the employees. You may work on that also.
For further assistance if any, feel free to contact me.
Thanks,
Dinesh Divekar
From India, Bangalore
Community Support and Knowledge-base on business, career and organisational prospects and issues - Register and Log In to CiteHR and post your query, download formats and be part of a fostered community of professionals.
Admin-HR AUDIT.zip
HR Audit questionaire (2).xls
HR Audit Questionnaire.d oc