Battle of Bannockburn in the War for Scottish Independence

The Battle of Bannockburn was fought June 23-24, 1314, during the First War of Scottish Independence (1296-1328). Advancing north to relieve Stirling Castle and reclaim lands in Scotland lost after his fathers death, Edward II of England encountered the Scottish army of Robert the Bruce near the castle. In the resulting Battle of Bannockburn, the Scots routed the invaders and drove them from the field. One of the iconic victories in Scottish history, Bannockburn secured Roberts place on the throne and set the stage for his nations independence. Background In the spring of 1314, Edward Bruce, brother of King Robert the Bruce, laid siege to English-held Stirling Castle. Unable to make any significant progress, he struck a deal with the castles commander, Sir Philip Mowbray, that if the castle was not relieved by Midsummer Day (June 24) it would be surrendered to the Scots. By the terms of the deal a large English force was required to arrive within three miles of the castle by the specified date. Great Hall of Stirling Castle from the Nether Bailey. Photo  © 2007 Patricia A. Hickman This arrangement displeased both King Robert, who wished to avoid pitched battles, and King Edward II who viewed the potential loss of the castle as a blow to his prestige. Seeing an opportunity to regain the Scottish lands lost since his fathers death in 1307, Edward prepared to march north that summer. Assembling a force numbering around 20,000 men, the army included seasoned veterans of the Scottish campaigns such as the Earl of Pembroke, Henry de Beaumont, and Robert Clifford. Departing Berwick-upon-Tweed on June 17, it moved north through Edinburgh and arrived south of Stirling on the 23rd. Long aware of Edwards intentions, Bruce was able to assemble 6,000-7,000 skilled troops as well as 500 cavalry, under Sir Robert Keith, and approximately 2,000 small folk. With the advantage of time, Bruce was able train his soldiers and better prepare them for the coming battle. The Scots Prepare The basic Scottish unit, the schiltron (shield-troop) consisted of around 500 spearmen fighting as a cohesive unit. As the immobility of schiltron had been fatal at the Battle of Falkirk, Bruce instructed his soldiers in fighting on the move. As the English marched north, Bruce shifted his army to the New Park, a wooded area overlooking the Falkirk-Stirling road, a low-lying plain known as the Carse, as well as a small stream, the Bannock Burn, and its nearby marshes. Robert the Bruce. Public Domain As the road offered some of the only firm ground on which the English heavy cavalry could operate, it was Bruces goal to force Edward to move right, over the Carse, in order to reach Stirling. To accomplish this, camouflaged pits, three feet deep were dug on both sides of the road. Once Edwards army was on the Carse, it would be constricted by the Bannock Burn and its wetlands and forced to fight on a narrow front, thus negating its superior numbers. Despite this commanding position, Bruce debated giving battle until the last minute but was swayed by reports that English morale was low. Battle of Bannockburn Conflict: First War of Scottish Independence (1296-1328)Date: June 23-24, 1314Armies Commanders:ScotlandKing Robert the BruceEdward Bruce, Earl of CarrickSir Robert KeithSir James DouglasThomas Randolph, Earl of Moray6,000-6,500 menEnglandKing Edward IIEarl of HerefordEarl of Gloucesterapproximately 20,000 menCasualties:Scots: 400-4,000English: 4,700-11,700 Early Actions On June 23, Mowbray arrived in Edwards camp and told the king that battle was not necessary as the terms of the bargain had been met. This advice was ignored, as part of the English army, led by the Earls of Gloucester and Hereford, moved to attack Bruces division at the south end of the New Park. As the English approached, Sir Henry de Bohun, nephew of the Earl of Hereford, spotted Bruce riding in front of his troops and charged. Robert the Bruce kills Henry de Bohun. Public Domain The Scottish king, unarmored and armed with only a battle axe, turned and met Bohuns charge. Evading the knights lance, Bruce cleaved Bohuns head in two with his axe. Chastised by his commanders for taking such a risk, Bruce simply complained that he had broken his axe. The incident helped inspire the Scots and they, with aid of the pits, drove off Gloucester and Herefords attack. To the north, a small English force led by Henry de Beaumont and Robert Clifford was also beaten off by the Scottish division of the Earl of Moray. In both cases, the English cavalry was defeated by the solid wall of Scottish spears. Unable to move up the road, Edwards army moved to the right, crossing the Bannock Burn, and camped for the night on the Carse. Bruce Attacks At dawn on the 24th, with Edwards army surrounded on three sides by the Bannock Burn, Bruce turned to the offensive. Advancing in four divisions, led by Edward Bruce, James Douglas, the Earl of Moray, and the king, the Scottish army moved towards the English. As they drew near, they paused and knelt in prayer. Seeing this, Edward reportedly exclaimed, Ha! they kneel for mercy! To which an aid replied, Yea sire, they kneel for mercy, but not from you. These men will conqueror or die. As the Scots resumed their advance, the English rushed to form up, which proved difficult in confined space between the waters. Almost immediately, the Earl of Gloucester charged forward with his men. Colliding with the spears of Edward Bruces division, Gloucester was killed and his charge broken. The Scottish army then reached the English, engaging them along the entire front. Scottish troops drive the English back at the Battle of Bannockburn. Public Domain Trapped and pressed between the Scots and the waters, the English were unable to assume their battle formations and soon their army became a disorganized mass. Pushing forward, the Scots soon began to gain ground, with the English dead and wounded being trampled. Driving home their assault with cries of Press on! Press on! the Scots attack forced many in the English rear to flee back across the Bannock Burn. Finally, the English were able to deploy their archers to attack the Scottish left. Seeing this new threat, Bruce ordered Sir Robert Keith to attack them with his light cavalry. Riding forward, Keiths men struck the archers, driving them from the field. As the English lines began to waver, the call went up On them, on them! They fail! Surging with renewed strength, the Scots pressed home the attack. They were aided by the arrival of the small folk (those lacking training or weapons) who had been held in reserve. Their arrival, coupled with Edward fleeing the field, led to the English armys collapse and a rout ensued. Aftermath The Battle of Bannockburn became the greatest victory in the history of Scotland. While full recognition of Scottish independence was still several years off, Bruce had driven the English from Scotland and secured his position as king. While exact numbers of Scottish casualties are not known, they are believed to have been light. English losses are not known with precision but may have ranged from 4,000-11,000 men. Following the battle, Edward raced south and finally found safety at Dunbar Castle. He never again returned to Scotland.

The Harris Stowe State University - 917 Words

The Harris-Stowe State University began in the year 1857 after the St. Louis Public Schools decided to establish a school meant specifically for white students. Initially, the state named the school Harris Teachers College. The naming of the school was in regard to the honor of William Torrey Harris who served as a St. Louis superintendent of schools as well as the Commissioner of Education in the United States.in the year 1920, the university had the opportunity to offer a four-year bachelor’s degree for arts and education courses. Furthermore, the St. Louis school system established an educational system that trained black teachers in 1890, changing the university’s name to Stowe Teachers College. The latest name was on the honor of Harriet Beecher Stowe. In 1954, the Supreme Court under the case of Brown v. Board of Education ruled the integration of Stowe and Harris colleges to form one institution under a merger that saw the creation of Harris Stowe State Universit y (Wetstein, 2010, p.16). Consequently, the university entered the state system of public higher education. The initial four-year education degree program expanded to Bachelor of Science in education before the integration of other several new courses. That included bachelor in science and urban education whose primary objective was to enable the need for addressing problems that specifically affected urban dwellers. The university’s degree in business administration provided several professional options. InShow MoreRelatedDeconstruction of the Theory of White Supremacy in Uncle Toms Cabin1104 Words   |  5 Pages In the novel, Uncle Tom’s Cabin, Harriet Beecher Stowe unmasks the unjust and unfair treatment of blacks by whites during the time in which she lived. 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Since early time, corsets had been a standard item of fashionable women’s attire† (qtd. in Banner 47-48). Women in the past did many things to get that Steel-engraving lady

Talent Management And Retention Employees â€Myassignmenthelp.com

Question: Discuss About The Talent Management And Retention Employees? Answer: Introduction Human resource management is one of the most important aspects in running the organizations. Any organization that desires to create a sustainable future for it, must have a human resource department that looks after the different aspects of the organizations. The human resource managers have to play different roles in different times. The organizations must be aiming to grab a defining position within their respective industries by the help of a proper human resource management. The HR managers must see to the needs of the employees and make sure that these needs are fulfilled. They have to be in line with the vision, mission and objectives of the organization. There are many roles that the human resource managers have to play in the organization. These include recruitment, selection, and performance of the employees, reward and punishment and training and development of the employees. Other aspects of the human resource management is to provide the job and work design, high perform ance work design, talent management and retention of the employees, ethics in the employees and HR managers, role of technology in improving the human resource management, welfare of the employee health and career management of the employees (Hendry, 2012). In this paper, the focus will be on discussing about recruitment process of the employees as good employees are the heart of the organization. Role of Human resource managers The human resource managers have different types of roles in their domain. Apart from hiring the employees into an organization, they have to provide certain benefits to them as well (Armstrong Taylor, 2014). The employees have to be trained and developed so they can fit into the objectives of the organization. In this segment some of those roles and their implications have to be addressed in brief so that an idea can be formed about what the employees have to learn in the organization. These roles include:- Coordination or working together The management and the employees have to learn to work together because the need for working together has a huge significance in the organizational success (Kaufman Guerra-Lopez, 2013). The skills of the employees have to be developed since the supervisors assign the employees to perform different kinds of roles at different points of time. The employees can perform different activities according to their preferences as the HR department should address them. Commitment building HR managers are responsible for implementing strategies of involving the employees in gaining the organizational objectives (Rubin, 2013). They can suggest certain ways by which the employees can be motivated. Once the employees are hired into a job, they must feel the urge to be committed to the organization and feel challenged. Capacity building The HR management helps the organization to develop an organization to gain the competitive advantage over others. This competitive advantage can be gained by the particular organization only if they have good resources at their disposal and the perfect skilled employees who can complete the tasks assigned to them (Barney, 2014). The HR managers play a huge role in recruiting the best people for the organization. This competition can be compared to as the war for talent (Elving et al., 2013). The role that the HR managers play in this context is to hire the employees, developing their skills thoroughly and retain them in the organization for a long time. Recruitment of employees It is time to focus on the central theme of the essay. The theme is the recruitment process of the employees by the human resource management. This is the process by which the HR management searches and recruits the employees to a position in which the candidates may best fit into (Certo, 2015). The best qualified candidates are interviewed and they are given the chance to show their skills if they are hired. The job openings are created so that people can be recruited into an organization in a cost effective manner. There are certain steps by which the employees are recruited (Breaugh, 2013). These are analyzing the requirements of the particular job positions, gain the attraction of the employees to that job, screening and short listing the applicants, hiring and then integrate the new employee to the organization by the induction process. Stages of recruitment process The stages by which the recruitment process is done have to be discussed in the next phase. These stages are:- Job analysis The openings have to be created and the HR management needs to review what roles are needed to be played in the new job position (Belcourt McBey, 2016). These new positions will have to be analyzed by the HR team properly. This will help them to describe the job roles to the applicants and make the situation easier. The HR team will build the job description and assign the job roles for that particular job designation. This job description will define what the duties that the applicants have to play are. The essential job duties have to be described by the HR department (Truss et al., 2013). Other important things that the HR department has to perform are to set the minimum qualifications for that job position and the salary range for it. Advertisement In the next phase, the HR department must make the advertisements for the potential applicants. The open job position has to be advertised through newspapers, social media forums, televisions and other mediums that are available (Ahsan Ho, Khan, 2013). Screening of applicants The potential applicants or the candidates have to be screened. In this section, the applicants have to be interviewed. The skills of the applicants are tested along with their personalities (Britti et al., 2017). After the applicants meet the job requirements and minimum qualifications, they are then interviewed before a panel of experts in the organization. The applicants are informed about the job role and the salary that will be offered to them along with the facilities and benefits. Then they find out if that candidate will fit into their organization or not. The organizational requirements will be informed to them by the HR management as well. Finalization After the screening or interview process is over, the successful applicants are then offered for the job. That job offer also includes an attractive salary, benefits and compensation package. After the offer letter is accepted by the candidate, the employee is welcomed into the new organization with induction process (Britti et al., 2017). Recruitment strategies Some of the most important recruitment strategies might be applied by the HRM department in the organizations. The recruitment of the new employees might be done by the use of latest technologies (Marler Fisher, 2013). Nowadays the organizations are looking to hire the employees from different parts of the world. These things require the fact that the potential employees must be informed about the job vacancies. Almost every persons are now acquainted with the social media platforms and they want to get closer to use the technology in terms of their own advantage (Marler Fisher, 2013). Use of technology in HRM for recruitment These companies can use the JAVA platform to update their database and they should keep their database up to date all the time. This enforces the fact that the organizations should be present in the virtual modes in the social media platforms like Linkedin, Twitter, Facebook, Google+ and others (Dhamija 2012). They should create pages and design it so attractively that the applicants might be attracted towards the organization. A sense of interest will begin to grow in the minds of the applicants and they will like the pages of those organizations. Thus their following will increase and they will be getting more applicants. Thus it can be defined that the main role of the HRM department is to attract the applicants towards their organization. They can do another thing through technology (Dhamija 2012). The HR managers should publish the job requirements and the details of the job requirements on the websites of the online job portals. The candidates are enrolled in those job portals and they get calls for interviews if they match the criteria for selection. The HR department of the organizations then contacts them to ask them to their office. This process continues by developing the communication with the management and the candidates. The importance of online job searching Job searching is the first step for the candidates to end up finding the right job for themselves. The latest mobile technologies have a huge impact on the candidates to find the jobs. The updated smart phones are loaded with various new applications that support the online job portals also (Beerepoot Lambregts, 2015). The candidates have to install thos mobile applications into their mobiles and then upload their resumes in the. Thus the job portals and job consultancies will find the applicants as the job criteria and the qualifications will suit them. Various new technologies The various technologies are used by the HR to find the right applicants and give them a position to work for them. The Applicant Tracking System is one of those models that are used by the HR managers to find the right candidates (Swaroop, 2012). The Indeed Business Model is followed by the HR managers when they are assigned to recruit new employees asked by the top management. Both the large employers and the small employers are always on a spree to find the best suitable candidates for the job positions. Most of them accept the soft copies of the applicants resumes through e-mails. The different things like the Career builder or Indeed helps the organizations to find the best candidates. The Hr department has tobe active in this context as well (Swaroop, 2012). Various uses of technology in recruitment by HR There is no doubt that the technological advancement will be further enhanced and the role of the HRM will be doubled by then. Entry of the Millennial More than 10 million Millennilas will be entering the job markets within the next few years. The HR technology will have to be upgraded since the need for better employee interaction will increase by the introduction of the social media as the communication tool. The candidates are given a tap on the shoulder for doing good works but in the coming years, they will be greeted by a virtual handshake and a virtual smile (Swaroop, 2012). Social media, digital technology and online video recruitment As the latest technologies in the HRM comes into use, the strategies and processes for the recruitment of candidates changes and enhances as well. The social media can be used to search a better talent pool for the organizations by the HR management. Another better way to use the technology is to hire the employees by the HRM to use the online video recruitment process. This is appropriate for the tech savvy candidates in a faster and smoother way. Video and crowd sourcing The HRM looks for lower the recruitment costs for the company. They will be looking to imply some technologies that will not only cater to hiring the best employees but also save money (Swaroop, 2012). Two of cheap methods to be used in case of recruitment are video and crowd sourcing. The video method allows the employers give more detailed information to the job seekers. The employers promote their brands by video method and crowd sourcing is mainly regarded as a free help to create and promote the job opportunities. Forcing the HR to grow to create highly strategic organization The HRM is making the lives of the people more efficient by their works. The HR technology always continues to collect and show the metrics, the more the businesses will strive to build highly strategic implications for the organizations (Swaroop, 2012). Conclusion To conclude this paper, it can be said that the HRM practice is one of the most important things in an organization. The various things that the HRM handle in this modern business context are very useful for the growth of the organization. The organizations; main power for production is their workforce. The workforce has to be selected and recruited properly. If this selection is not done properly, the organizations will be pressurized for their losses. The HRM has to fix some good recruitment strategies that will cater to the betterment of the organizations. The HRM has to use the technology in terms of their recruitment since technology is one of the undeniable facts in the modern era. The HR managers have to use the technology in many ways so that employees can be recruited faster by applying important technologies. References Ahsan, K., Ho, M., Khan, S. (2013). Recruiting project managers: A comparative analysis of competencies and recruitment signals from job advertisements.Project Management Journal,44(5), 36-54. Armstrong, M., Taylor, S. (2014).Armstrong's handbook of human resource management practice. Kogan Page Publishers. Barney, J. B. (2014).Gaining and sustaining competitive advantage. Pearson Higher Ed. Beerepoot, N., Lambregts, B. (2015). Competition in online job marketplaces: towards a global labour market for outsourcing services?.Global Networks,15(2), 236-255. Belcourt, M., McBey, K. J. (2016).Strategic human resources planning. Nelson Education. Breaugh, J. A. (2013). Employee recruitment.Annual review of psychology,64, 389-416. Britti, M. A., Mauseth, M. J., Springer, J. R., Thornley, R. D. (2017).U.S. Patent No. 9,705,863. Washington, DC: U.S. Patent and Trademark Office. Certo, S. (2015).Supervision: Concepts and skill-building. McGraw-Hill Higher Education. Dhamija, P. (2012). E-recruitment: a roadmap towards e-human resource management.Researchers World,3(3), 33. Elving, W. J., Westhoff, J. J., Meeusen, K., Schoonderbeek, J. W. (2013). The war for talent? The relevance of employer branding in job advertisements for becoming an employer of choice.Journal of Brand Management,20(5), 355-373. Hendry, C. (2012).Human resource management. Routledge. Kaufman, R., Guerra-Lopez, I. (2013).Needs assessment for organizational success. American Society for Training and Development. Marler, J. H., Fisher, S. L. (2013). An evidence-based review of e-HRM and strategic human resource management.Human Resource Management Review,23(1), 18-36. Rubin, E. N. (2013). Assessing your leadership style to achieve organizational objectives.Global Business and Organizational Excellence,32(6), 55-66. Swaroop, K. R. (2012). E-HRM and how it will reduce cost in the organization.Asia Pacific Journal of Marketing and Management Review,1(4), 133-139. Truss, C., Alfes, K., Delbridge, R., Shantz, A., Soane, E. (Eds.). (2013).Employee engagement in theory and practice. Routledge.

Problematic or Challenging Aspect of HRM

Introduction One major aspect of human resource management is to deal with the management of employees within the organization. Proper employees’ management is beneficial to the organization as it results into increased performance.Advertising We will write a custom essay sample on Problematic or Challenging Aspect of HRM specifically for you for only $16.05 $11/page Learn More Drucker observed that investment in good human resource management practices as well as programs have an increased advantage to the organization in terms of improved productivity in addition to superior financial performance (74). Therefore, organizations especially those that are based on developing countries should focus on human resource management practices that are aimed at improving the organization performance. Researches indicate that the success of organizations within the current highly competitive environment hugely depends on the type of their employees and inno vative human resources management programs and practices (Greer 156). Recruitment, training and development of employees are some of the aspects of human resource management that are critical for the organization success. Therefore, this paper critically examines some of the recruitment, training and development challenges that need to be addressed by human resource management within an organization. First the paper will focus on the description of the recruitment, training and development challenges within the Fly Emirates carbine crew staff and then critically analyzing the root causes of the problems. The solution to the problems will then be proposed and how these solutions will be implemented. Finally the paper will look at the obstacles to the successful implementation of the solutions. The challenging aspect of HRM As indicated, recruitment training and development of employees is one such aspect of human resource management that should not be taken lightly. Thus, this paper will primarily deal with the recruitment and training problems that human resources within the Fly Emirates should deal with particularly on their carbine crew. In the recent past, the Fly Emirates airline has seen a tremendous growth creating opportunities for over one thousand employees. In particular, the Fly Emirates airline has employed 440 carbine crew employees who are recruited from various countries around the world. However, the clients have been complaining of poor service delivery especially during flights. This problem has been exacerbated by poor recruitment procedures and lack of proper training services offered to the new Fly Emirates recruits.Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More A description of the problem and its effects I work as a carbine crew within the Fly Emirates airline short haul services between Oman and Kuwait. Our major role as crew members is to en sure that we provide the best customer services to the clients while at the same time ensuring that they are safe and comfortable throughout the flight. Crew members are supposed to deal with any emerging emergency and security situation during the flight and at the same time administering first aid to the passengers and any other non-crew members on board. As part of our job, we have to ensure that all the equipment needed for emergency purposes are in proper working condition prior to the flight. We also have to ensure that the supplies can sufficiently serve the clients. Moreover, Fly Emirates carbine crew offers assistance to the passengers who cannot easily board the plane in addition to demonstrating safety procedures and use of equipments to all the passengers. Generally, the Fly Emirates carbine crew ensures that the flight is safe and pleasant to all the passengers and the non-crew members on board. The above description highlights all the challenging roles of the carbine c rew. In fact without proper training on these roles, none can achieve them. Basically, the Fly Emirates carbine crew members should be trained on how to deal with emergency and security situations during the flight. Yet, these are not the only responsibilities required of the Fly Emirates carbine crew members. There are other roles that are considered minor but essential for the success of service delivery. These include serving meals and refreshments to the passengers, completing the paper work after the flight, checking passenger seat belts during takeoff and landing. These duties not only require appropriate skills gained during training but also through experience. It is true that without proper recruitment of trained and experienced carbine crew members and continuous training and development of these workers, the Fly Emirates carbine crew staff will endlessly contribute negatively to the client and organizational service delivery. This is what has primarily affected the first growing airline dubbed as the Fly Emirates. With lack of highly trained and experienced carbine crew employees around the world, most airlines have been recruiting insufficiently trained carbine crew members as management trainees.Advertising We will write a custom essay sample on Problematic or Challenging Aspect of HRM specifically for you for only $16.05 $11/page Learn More However, the personnel department does not take the necessary steps to train these new recruits as they assume that they will acquire the needed skills during the assigned tasks or job. The main issue here is that the main job requires highly skilled personnel to deliver the necessary services. In fact, the Fly Emirates carbine crew needs not only to be trained on emergency and security issues, but also on flight management basics that can only be got through on job training. Therefore, human resource managers should reconsider their recruitment procedures and training programs so as to equip the crew members with appropriate skills to deal with the challenges (Drucker 75). Critical analyses of the root causes of the problem As mentioned before, proper recruitment procedures that identify the highly skilled staff as well as staff training programs are essential for the success of the organization. In fact, equipping employees with appropriate skills is necessary in enhancing their performance (Jones 51). The major cause for the lack of the necessary skills needed for the service delivery is the deficiency of skilled and experienced workers within the job market. Fresh graduates are few and they need an extra training so as to become effective and efficient. Lack of proper training programs for such new recruits within the organization; result in having poorly skilled employees who are ineffective and inefficient (Siddique 222). The other cause is the UAE employment policy that focuses on employing the country nationals. In fact the nationalization policy req uires that major organizations employ to the largest percentage the country nationals (Siddique 230). However, many locals have not taken the necessary training in the carbine crew that would equip them with the needed skills. Even those who have the training still need further training. The problem is that the organization has not appreciated the need of adequate skills in this area hence have not developed better training programs such as that seen in pilots on job upgrading program. Other problems that the human resource managers have to deal with are the cross-cultural differences. In fact short haul services operate within the Middle Eastern countries that have almost similar cultural environment. Most of the carbine crews are normally sourced from other countries other than the Middle East countries. Therefore, these workers need to be retrained on the required skills based on the cultural environment in which they will operate (Jones 55). In as much as the original training i ncorporated the international standards, what constitute the international standards regarding the appropriate behavior and the implications for business success has been taken from various sources primarily from developed countries (Jones 55).Advertising Looking for essay on business economics? Let's see if we can help you! Get your first paper with 15% OFF Learn More The proposed realistic and suitable solutions to the problem The Fly Emirates face numerous staff training and development problems which in turn greatly affects the level of service delivery to the clients. However, to remain competitive in the airline industry, there are quite a number of realistic solutions that can be offered for implementation so as to address the cause of such ensuing problems. The solutions can be categorized under leadership and management (Guest 263). Leadership solutions Strategy development: The Fly Emirates leadership must have the requisite skills and knowledge to adequately develop a business and visionary model which fits all the demands that are being made and circumstances which accrue in the Fly Emirates Company. The business strategy must take account of the training and development needs of the carbine staff members. Staff motivation and development strategy: Basically, in every competitive business environment, an organizational must always lay down strategies on how to develop and motivate its staffs. In fact, given the nature of services that the Fly Emirates carbine crew undertakes, it is worth that the company management appropriately rewards the staffs. The rewards can take many forms ranging from promotions to increments in the remuneration packages. However, to adequately perform their tasks, training must be provided to all carbine crew members on an equal basis to avoid promotional and reward biasness (Truss 1122). Issue pertaining to level of education and experience must also be taken into account when offering promotion and reward schemes. Persuading and influencing: Prior to assigning specific tasks to the carbine crew members, the responsible leadership must have the necessary skills and knowledge of explaining the strategic Fly Emirates business issues to pertinent groups and individuals who are based either outside or inside the Fly Emirates airline. It is essential that for tasks to be satisfactorily accom plished to meet the airline goals as well as the clients’ demands, the leaders must win the staff support. Any training and development needs that are implemented without the acknowledgement and support of the staff are bound to fail or being refuted (Guest 264). Management solutions Planning and budgeting: The training, service delivery and staff development problems that the Fly Emirates currently faces emanate perhaps because of poor planning and budgeting strategies. The management of Fly Emirates should take into consideration the available and identifiable resources including finance, staffs, equipment and aircraft which must be appropriately planned for and effectively managed. To realize this, it is deemed necessary that this airline company implement strategies that ensure all service deliveries; training and development elements or resources are combined in a succession of annual plans with accountabilities and specific targets (Truss 1122). Development of standard operating procedures: Assigning tasks to any carbine crew staff without proper training and development in that particular field or area of assignment is unhealthy. In fact, such an assignment might make a worker to be very unproductive and fail to deliver as per the clients’ demands or airline expectations. This implies that, the Fly Emirates management needs to develop standardized procedures take corrective actions, monitor performance and set targets for major operations. By whom, when and how the solution should be implemented The leadership and management solutions to the problems that Fly Emirates currently faces must be implemented by the entire Fly Emirates leadership and management staffs but with the support of other members and workers. Devoid of incorporating junior employees, the intended solutions might fail to realize their intended goals and objectives. The implementation of these solutions needs to take place prior to the assignment of carbine crew members t o undertake specific tasks. In fact, the solutions should be in place when planning for the business operations and before the prevailing problems worsen. However, since the solutions assume the channel of change or problem management strategy, their implementations should be gradual. There must phase by phase implementation to warrant the success of the solutions (Guest 264). Probable obstacles to successful solution implementation Like all challenges, the internal resistance to change is one of the major obstacles. It is not easy for not only human resources department but also the whole organization to easily change their policies. However the problem can easily be handled using the experiences workers are facing on the job and also using the passenger feedback. The head of the carbine crew department must begin by drawing the proposal to the human resources. However, the proposal could easily be rejected based on other factors such as the organization goals and objectives. The o ther potential obstacle is the financial aspect to the proposed solution (Guest 271). The organization Approval to finance the proposed solution would be a major step towards having the highly skilled work force in the carbine. Having highly skilled personnel would be a sure way of providing excellent services to the customers. The other issue could be lack of corporation with other stakeholders such as the training department. Works Cited Drucker, Peter. â€Å"They’re Not Employees, They’re People.† Harvard Business Review, 80.1 (2002): 70–77. Print. Greer, Chales. Strategic Human Resource Management: A General Managerial Approach, Englewood Cliffs, NJ: Prentice Hall, 2001. Print. Guest, David. â€Å"Human Resource Management and Performance: A Review and Research Agenda†. International Journal of Human Resource Management, 8.3(1997): 263-276. Print. Jones, Stephanie. â€Å"Training and Cultural Context in the Arab Emirates: Fighting a Losing Bat tle.† Employee Relations 30.1 (2008): 48-62. Print. Siddique, Malim. â€Å"Job Analysis: A Strategic Human Resource Management Practice.† The International Journal of Human Resource Management, 15.1 (2004): 219–244. Print. Truss, Charles. â€Å"Complexities and Controversies in Linking HRM with Organizational Outcomes†. Journal of Management Studies, 38.8 (2001): 1121-1149. Print. This essay on Problematic or Challenging Aspect of HRM was written and submitted by user Enzo O. to help you with your own studies. You are free to use it for research and reference purposes in order to write your own paper; however, you must cite it accordingly. You can donate your paper here.