Cathay Pacific Case

These days, Human resource management had been considered as a simple labeling of personal management. however, Human resource management indicates a more strategic approach, under the principle that people can afford organizations with ultimate source of competitive advantage. (Pfeffer, 1998; Youndt et al, 1996; Sisson and Storey, 2000). In this viewpoint, there has been a increasing attention in research on the association between human resource management and organizational performance. Many studies have stated that particular human resource practices directly effect on the all firms' performance. This idea is known as best practice or high commitment human resource management

This essay will briefly discover which practices most important human resource management on Cathay pacific airways.

First of all, I will discuss about Cathay pacific airways. Cathay pacific airways was established in 1946, in Shanghai, China as a cargo operator running between Shanghai and Sydney, It moved to Hong Kong in 1949 after rejecting two buy-out offers, and established itself as a passenger carrier after the population in Hong Kong increased. The company since then has continued to develop Hong Kong's airline industry and supported Hong Kong's position as a major transportation center in the region. Today, Cathay pacific serves over 167 destinations worldwide and is one of the most reputed airlines in the world.

It is assumed that HRM practices will be limitations to apply best practice or high commitment HRM universally because diverse internal and external contexts affect the implementation of HR practices. Therefore especially this essay will discuss about which practices most importantly effect on Human resource management on Cathay pacific airways.

1.Cathay pacific should more focus on recruiting.

First of all, they should recruit more full-time workers than par-time or temporary workers. For example, Cathay pacific cabin crew who are employed as permanent workers are willing to serve more high performance to customers compares to part-time or temporary cabin crew. In terms of part-time or temporary employees as Cathay cabin crew, they don't know when they will fire from company and can't receive the whole of benefits from company like sick leave and lower salary than full-time cabin crew. Therefore, part-time or temporary workers don't try to do best their work. As a research, overall job satisfaction between permanent and temporary workers is quite difference. If part-time or temporary workers become a permanent cabin crew, they will satisfied their job. They will try to do their best to customer to serve high performance. Of course most of company are reluctant to have a lot of full-time workers compares to part-time or temporary workers. Because company