Study On The Cost Control Of Human Resource Of Airline A

The market demand of civil aviation industry has been in an upward trend in recent years.Although the demand growth has begun to slow recently due to the impact of the epidemic in2020,it is still profitable.Under the stimulation of market demand,the competition in civil aviation industry is becoming increasingly prominent,and how to quickly seize the market has become the development goal of major airlines.However,although the market demand only high not low,major airlines operating profit but not increase,in 2019,the relevant data analysis found that domestic ranking top spring airlines operating profit margin was 15.61%,the jixiang airlines operating profit margin of 7.68%,the southeast three state-owned airlines company operating margins are 6.74%,2.87% and 2.07% respectively,hainan airlines operating margins lower at 1.14%.Generally speaking,enterprises should either "open source" or "reduce expenditure" for development.For aviation enterprises,their business has formed a relatively mature mode,and it is not realistic for them to expand more extended business and make profits from it,so "reduce expenditure" can be regarded as an optional move.As a service industry,airline companies are personnel intensive enterprises,and labor costs account for a large proportion in the total cost.Therefore,under the premise of ensuring quality and normal operation of the enterprise,it is the only way to reduce labor costs to start from the details of work and carefully consider the optimization space of labor costs,so as to reduce labor costs.Airlines A is one of the large state-owned airlines.Through the analysis of relevant data in recent years,this study finds that its personnel cost ratio is high and there is A large problem of human resource cost control and room for improvement.Based on this,this study aims to explore the performance of A Airlines in terms of human resource costs.What are the problems of human resource cost control?hrough literature review,this study divides human resource costs into five aspects:acquisition cost,development cost,use cost,security cost and turnover cost,and then conducts further analysis on the five cost aspects through data and case analysis.Firstly,A longitudinal historical data analysis(2017-2019)was conducted on the human resource cost of A Airlines to form A preliminary understanding of the company’s human resource cost.Secondly,this study made A horizontal comparison between A Airlines and five other airlines in the same industry(China Southern Airlines,Air China,Hainan Airlines,Spring Airlines and Jieyao Airlines),and found that Hainan Airlines had the best performance in human resource cost control,which was worth further comparative analysis.Thirdly,this study makes A case comparison between A Airlines and HNA Airlines,and further summarizes the problems of A Airlines in human resource cost control through the comparison of first-hand interviews and second-hand texts and data.This study finds that there are five major problems in Airlines A:(1)Acquisition cost:the staff allocation of positions is not optimized,and the increase of recruitment leads to the increase of acquisition cost;While increasing the recruitment channel,it did not expand the recruitment channel deeply.(2)Development cost: the training mode is redundant and there is training overlap,which leads to unnecessary training costs;The training cost is too high due to the neglect of external training.(3)Use cost: the mismatch between salary and responsibility is relatively prominent,leading to the inflated compensation cost;The salary gradient under the miscellany of organization establishment cannot realize the distribution of fair standard.(4)Security cost: the social security policy issued by the government is not implemented in time;The lack of rigor in employee welfare security leads to the phenomenon of inflated security expenditure.(5)Dimission cost: the dimission cost increases due to the vacancy of key positions caused by the dimission of specialized personnel;The low substitutability of functional service posts results in the increase of dimission cost.Thirdly,based on the problem of labor cost control above,this study puts forward corresponding countermeasures and suggestions.(1)Improvement of acquisition cost control:optimizing human resource plan to reduce acquisition cost;Further expand offline recruitment channels to improve recruitment forms.(2)Develop cost control improvement: optimize staff training plan to improve training efficiency;Adopt internal and external combination of training and assessment mechanism.(3)Use cost control and improvement: Realize the system of post determination and salary and responsibility matching by means of fine management;Streamline setup to improve redundancy.(4)Guaranty cost control improvement: timely understand and implement the relevant social security policies issued by the government;Enhance the rigor of employee benefit system.(5)Improvement of turnover cost control: establish and improve the talent incentive mechanism to reduce the turnover rate;We will increase investment in high and new technology to replace some service jobs.Finally,this study also put forward three safeguard measures to support the improvement of human resource cost control.(1)Institutional guarantee: mainly to form the system of fixed posts and fixed personnel and the system of pay and performance.(2)Organizational guarantee: the human resource department shall strengthen full-time management as the lead,and all departments shall coordinate and cooperate to strengthen human resource management.(3)Technical support,through the establishment of human resource cost management system to achieve the human resource cost data and real-time,so as to monitor and early warning.A Airlines is a representative company in the aviation field.By analyzing the current situation of human resource cost control of this company,this study is helpful to guide the actual operation of similar aviation enterprises in China,and has certain reference significance for other airlines to conduct human resource management.