QL Case Study

1025 Words3 Pages
bulb-icon

Recommended: Human resource strategic alignment

with resource investment such as extensive training programs on business strategies, mentoring and a participatory management style for the most effective engagement of this workforce. To further improve the workforce effectiveness and alignment Cameron, K. S. & Quinn, R.E. (2006) suggests within an Adhocracy culture, structuring the HR role within the organisation as a change agent; facilitating transformation rather than as an Administrative specialist or Strategic Business Partner. This should be considered in the final organisational structure.
Implementing a strategic approach to people management will be required to ensure success of the divisional structure and not all resources within QL will receive the same level of investment. The …show more content…

These organisation-specific capabilities come from within the commercial partnerships workforce rather than the technologists and analysts, the latter of which come from outside the organisation and offer QL to compete through flexibility to quickly seize new …show more content…

The QANTAS brand is key, as QL is the largest customer loyalty program in Australia where customers can aspire to earning enough points for free flights, flight upgrades or to purchase items from the QANATAS store. This strong brand also affords QL the ability to form strong collaboration with partners, such as AVIS. Since the QANTAS brand is well-respected, agencies/organisations are keen to partner with this successful program to drive their own businesses. This is enhanced by the coalition effect, whereby the more partners there are in the overall network the more likely members are to spend money on QL point affiliates, which further drives revenue for QL and

Show More
Related

  • General Business Environment Analysis: Qantas Airways Limited

    1587 Words  | 4 Pages

    Those make the customers easy and comfortable to buy and do any transaction with them. Just only need to search toward their website. According from Smith, P (2015), he said Qantas Airways Limited was improve their technology to maximize its ticket prices by calculating the most it can charge toward their customer for a plane ticket and also improve in technology power at the airline for them to cloud computing infrastructure by accelerated it. When Qantas Airways Limited always improves their technology, it can be easy to lead the industry because that can be imaged for them by having a rare technology that not easy to imitate by other competitors. Usually, most competitors try making better in any position and try to become leader in the airline industry such as the technology used by

    Read More

  • The Effective School Model

    1043 Words  | 3 Pages

    Systems and structures provide the organizational foundation, but it is the human capital that really provides for the success or failure of any organization. In order for real change to happen, the staff needs to fully embrace the vision and the systems of change. This can only be accomplished if they feel respected, valued and involved in all parts of the change process. It is important to authentically embrace this group and treat them as colleagues in the process. This is the group that is responsible for implementing all systems and providing the public relations for the structure. The

    Read More

  • The Importance Of Human Resources

    774 Words  | 2 Pages

    Whether an organization consists of five or 25,000 employees, human resources management is vital to the success of the organization. HR is important to all managers because it provides managers with the resources – the employees – necessary to produce the work for the managers and the organization. Beyond this role, HR is capable of becoming a strong strategic partner when it comes to “establishing the overall direction and objectives of key areas of human resource management in order to ensure that they not only are consistent with but also support the achievement of business goals.” (Massey, 1994, p. 27)

    Read More

  • Strategic Human Resource Management (SHRM)

    1178 Words  | 3 Pages

    In the fields of management and business, Strategic Human Resource Management (SHRM) has been a powerful and influential tool in order to motivate employees to perform productively. (Ejim, Esther, 2013). According to Armstrong (2011), SHRM refers to the way that the company use to approach their strategic goals through people with a combination of human resource policy and practices. The purpose of SHRM is to produce strategic capability that the organisation must ensure such that employees are skilled, committed, and well-motivated in order to achieve a sustainable competitive advantage, (Armstrong, 2011). Particularly, the organisation must be able to carefully plan strategic human resource ideas, aimed to increase the productivity.

    Read More

  • Tanglewood Case Study 3

    1424 Words  | 3 Pages

    As such, they found it important to centralize the staffing initiative in order to maintain the unique corporate culture created in the beginning. Every one of these strategies would be focused on centralizing staffing, bringing in the best possible employees, and retaining each on a high level. Human Resource and Staffing Strategy When developing a strong and scalable human resource and staffing strategy, taking many factors into account is of the utmost importance. As reported by Olian and Rynes (1984) “the possibility that organizational characteristics like structure, size, and strategy may influence staffing” (p. 170).

    Read More

  • Case Study Of Differentiation Strategy Of Harley Davidson

    1288 Words  | 3 Pages

    For instance, Harley Davidson may be forced to change their marketing strategy due to the entrance of a new competitor into the market. Second, Harley Davidson has to learn new skills and technologies quickly. For example, technologies are changing rapidly, so it is crucial for Harley Davidson’s business plan to change or alter in order to keep up with innovation. Third, this organization has to effectively leverage its core competencies while competing with its competitors. This is, Flexibility is required for Harley Davidson to learn how to use primary value-chain activities and support functions in the way that allow the organization to produce their products at a lower cost with differentiated features compare to their competitors in the market

    Read More

  • Strategic Human Resource Management

    2031 Words  | 5 Pages

    However you define the activities of management, and whatever the organisational processes are, an essential part of the process of management is that proper attention be given to the Human Resource function. The human element provides a major part in the overall success of the organisation. Therefore there must be an effective human resource function. In the past, most organisations viewed Human Resource Management (HRM) as an element function, that is an activity that is supportive of the task functions and does not normally have any accountability for the performance of a specific end task. Because of the emphasis on analysis and precision there is a tendency for strategists to concentrate on economic data and ignore the way in which human elements and values can influence the implementation of a strategy. 'Economic analysis of strategy fails to recognise the complex role which people play in the evolution of strategy - strategy is also a product of what people want an organisation to do or what they feel the organisation should be like.?(1).

    Read More

  • Human Resources Management: The Challenges Of Human Resource Management

    777 Words  | 2 Pages

    According to our textbook Human Resource Management (HRM) is the policies, practices, and systems that influence employees’ behavior, attitudes, and performance. “The human resources management process involves planning for, attracting, developing, and retaining employees as the HRM planning provides the rights kinds of people, in the right quantity, with the right skills, at the right time (Lussier, 2012, p. 240).” According to our textbook the typical responsibilities of the Human Resources department fall into three categories, and they are administrative services and transaction, which handle hiring employees. The second involves business partner services that focus on attracting, evolving, retaining employees by having a clear understanding

    Read More

  • Organizational Change Essay

    1343 Words  | 3 Pages

    Organisational change can arise due to a change in strategy and this begins with examining capabilities and the internal environment. This is portrayed in the Strategy diamond. Firstly through arenas the organisation can plan where they will be active in and which part to place most emphasis on for example technologies or value creation strategies. Only after determining this can they implement a positive change, leading to the next element, vehicles to get them where they need to be such as alliances. This can lead to change in management along with strategic partnerships, and the way managers transition to this change will determine if the strategy impacts on the overall organisation in a way that reinforces its purpose and goals. Partnerships indicate how an organisation can strengthen its capabilities by merging with businesses who possess the skills they lack. (Carpenter et al. 2010)

    Read More

  • Human Resources and Organizational Strategy

    2373 Words  | 5 Pages

    ...an approach of partnership is critical for organizations that want to gain competitive advantages. Butler, Ferris & Napier (1991) state this as, “the more management believes that HRM contributes to corporate success, the more its role will be integrated into the firm’s strategic planning process.” (as cited by Rose & Kumar, 2006, pg. 3). Additionally, organizations that apply energy and resources to HRD benefit from an increase in human capital. López-Cabrales, Real & Valle (2011) state the benefits of building human capital as, “If the company adopts appropriate procedures of personnel management, human capital can be orientated to the achievement of sustainable competitive advantages” (pg. 5).

    Read More

  • Critical Skills Shortage : What 's The Risk?

    1426 Words  | 3 Pages

    Not having the right people in place ?with the skills you need to compete, ?innovate or grow can seriously hamper ?an organisation’s future.

    Read More

  • Organizational Change, Learning and Performance Management

    871 Words  | 2 Pages

    Presently, organizations have become a complex phenomenon, which requires numerous functions and strategies to manage the human resources. In today’s world there is a great need for organizational change and learning from time to time because of increasing globalization and technological advances. Proper plans and policies should be framed for implementing organizational change (Allen & Kilman, 2001). Organization learning and change manage the performance of the employees in the organization.

    Read More

  • History Of Human Resource Management

    1796 Words  | 4 Pages

    Human Resource Management (HRM) is fundamentally another name for personnel management. It is the process of making sure the employees are as creative as they can be. HRM is a way of grouping the range of activities associated with managing people that are variously categorised under employee relations, industrial/labour relations, personnel management and organisational behaviour. Many academic departments where research and teaching in all these areas take place have adopted the title department of human resources management. HRM is a coordinated approach to managing people that seeks to integrate the various personnel activates so that they are compatible with each other. Therefore the key areas of employee resourcing, employee development, employee reward and employee involvement are considered to be interrelated. Policy-making and procedures in one of these areas will have an impact on other areas, therefore human resources management is an approach that takes a holistic view and considers how various areas can be integrated.

    Read More

  • Competitive Advantage In Human Resource Management

    970 Words  | 2 Pages

    One of the causes that influences an organization’s human resource is its strategy. A strategy refers to a plan that in place to guide business operations and activities. The business strategy then provides schedules and activities for the employee, and as a result affects the human resource. The scope is to build on qualifications and capabilities, therefore influences human resource to higher capacity while the unsuitable distribution of tasks may dampen human resource to poor results. Managers in the organization play a significant role in influencing human resource. The type of leadership structure and leadership style implemented by the organization establishes the level of encouragement that a leader and their leadership have on human resource. An ineffective leadership will fail to mobilize human resource into performing required tasks due to poor control of employees. Effective leadership influences human resource management responses to the management’s needs towards competitiveness. Ammi, F. T., & Mushatt, S.

    Read More

  • Human Resource Development

    1659 Words  | 4 Pages

    Learning and development in the context of organizational development is having an essential role in achieving strategic human resourcing outcome. From attraction and retention, to development and utilisation of human capital, Human Resource Development (HRD) is the centre of strategic focus in HRM. This essay aims to present and discuss a strategic model of HRD activities in organisations.

    Read More

More about QL Case Study

Open Document