HR practices in airline industry: a comparison study
| dc.contributor.author | Sopay A. | |
| dc.date.accessioned | 2024-09-05T04:37:38Z | |
| dc.date.available | 2024-09-05T04:37:38Z | |
| dc.date.issued | 2019 | |
| dc.description.abstract | Interest in Human Resource Management (HRM) has been grown in the last five years. Especially, in the airline industry, as there are no production lines, people are the most important part of effectiveness and safety of the flights. Therefore, managers have to care about how the employees live and function, not just focusing on their work and production. However, some airlines in response to competitive conditions have adopted a short-term, cost rotational approach to HRM, where priority is profit over employee health and safety. Interpersonal skills not just technical and professional competencies, they are gradually becoming the main success factors for the productive and safe work of pilots and crews. It can be concluded that aviation industry is not only experienced pilots, but also highquality staff. The problem is described and calculated in the Airline Business article as follows: “Like other service companies, it becomes increasingly difficult for airlines to attract, retain and afford high-quality personnel. The supply of quality services to people is reduced as a result of the end of the ‘baby boom", there is a reduction in young professionals. At the same time, the demand for them is constantly growing as the services sector grows with an increase in the share in the global economy". | |
| dc.identifier.uri | https://repository.sdu.edu.kz/handle/123456789/1443 | |
| dc.language.iso | en | |
| dc.subject | aviation | |
| dc.subject | human resources management | |
| dc.subject | shortage of qualified specialists | |
| dc.subject | masters dissertation | |
| dc.title | HR practices in airline industry: a comparison study | |
| dc.type | Other |