Introduction

Organizational culture is considered to be the collection of the values as well as expectations and practice so that they are able to guide as well as inform the people for the action so the business firm is able to flourish in the marketplace (Botelho 2020). This assist the team members to perform well in the marketplace and let them acquire the goals that they have set in the end. The human resource department of the organization needs to look after the HRM process so as to they are capable to gain the popularity in the marketplace and are able to appoint the appropriate candidates in the end (Kerdpitak and Jermsittiparsert 2020).

FCM Travel Solution is a hospitality company that mainly provide the flight service to the people in Australia. The headquarter of the company is situated in Brisbane, Queensland, Australia (Nápoles et al. 2018). The business firm possess a wide range of network from Europe to Middle-East and also from Asia-Pacific to America. So, the organizational culture as well as HRM is essential for the firm to flourish in the marketplace and to grab the attention of the people in the end (Wang, Li and Shang 2019). So, this is a crucial aspect that needs to looked after by the business firm so that they are able to expand in the marketplace and can become successful in the end.

Analysis of the FCM Travel Solution

As the company operates in the global market so it provide travel solution to the people for 24*7. This is a critical aspect that has been adopted by the company so as to they are able to provide the best possible solution to the people in the end. It is important in the hospitality industry that the company is able to best possible service to the people and for this reason the company needs to adopt the organizational culture which is suitable for the growth of the business firm in the market (Dhalmahapatra, Shingade and Maiti 2020). It can also be noted that the business firm needs to adopt the strategy so that they are able to motivate the employees in the company as they are the ones who provide service to the people on behalf of the company. This is the reason the company need to look after the HRM process as well so that they are able to choose the right candidate for the job, who will uplift the image of the company in the end (Lv et al., 2020). It can also noted that the company is paying attention to the incentive structure of the employees so that they are able to motivate them to work efficiently as money motivates people to work hard in the end. So, this is critical for the expansion of the company in the market and also let them appoint the appropriate candidates in the process.

For the company, HRM is essential so as to they are able to appoint the candidates who are able to provide the company with the best possible outcome, which will let them become popular in the end. As the business firm is providing 24*7 service to the global market so this is the reason the business firm requires to looked after the matter so as to they are able to become popular among the people in the end (Levenstein et al., 2020). This is critical for the company to acquire the goals that they have set in the process and assist them to become popular among the candidates as well and that is the reason they adopted the strategy to expand in the market and to gain the success in the end. Hence, this has to be properly tested and taken care of by the business firm so as to they are able to gain the goals that they are looking for in the marketplace and let them grow in the process (de Vries, Olech and Moscato 2019). The company also able to maintain a positive environment in the organization which is important for it to motivate the employees to work efficiently in the end.

This has to be taken care of by the business firm so that they are able to become popular in the market and are able to gain the goals that they are looking for in the end. The business firm if intending to motivate the employees to grow in the market requires to look after the matter so as to they are able to help them to set their mind in the positive direction so that they are capable to grow in the marketplace and adopt the success in the marketplace (Hafezi, Liu and Millward 2019). This is the main reason the company FCM Travel Solution needs to looked after the matter so as to they are able to grow in the process as they mainly operates in the hospitality industry in the end. Therefore, proper care needs to be taken up by the company so as to they are able to grab the attention and are able to expand in the market by providing the best possible service to the customers in the process (Ülengin et al., 2018). This will also assist them to generate a huge financial share in the end and help them to gain the popularity for the quality service in the global market as well.

Conclusion

Lastly, it can be seen that the company FCM Travel Solution needs to looked after the matter so as to they are able to grow in the marketplace and let them obtain the success that they are looking for in the end. If the business firm is unable to take necessary steps to motivate the employees then they will be not in a position to provides the best possible service to the people globally and for this reason the firm requires to looked after the matter of HRM so that they are able to appoint the appropriate candidates in the end and also requires to looked after the organizational culture so as to they are able to become popular in the process and let them gain the success that they are looking for in the process. Thus, this is critical for the growth of the company in the market and help them to obtain the goals that they are looking for in the end. This will make them popular and let them gain the power that they are intending to acquire in the hospitality industry in the process. This will also let them generate a huge amount of money in the marketplace where they are operating in and let them gain the popularity in the market among the people.

References

Botelho, C., 2020. The influence of organizational culture and HRM on building innovative capability. International Journal of Productivity and Performance Management.

de Vries, N.J., Olech, Ł.P. and Moscato, P., 2019. Introducing Clustering with a Focus in Marketing and Consumer Analysis. In Business and Consumer Analytics: New Ideas (pp. 165-212). Springer, Cham.

Dhalmahapatra, K., Shingade, R. and Maiti, J., 2020. An innovative integrated modelling of safety data using multiple correspondence analysis and fuzzy discretization techniques. Safety Science, 130, p.104828.

Hafezi, M.H., Liu, L. and Millward, H., 2019. A time-use activity-pattern recognition model for activity-based travel demand modeling. Transportation, 46(4), pp.1369-1394.

Kerdpitak, C. and Jermsittiparsert, K., 2020. The Influence of Organizational Culture, Employee Commitment and Organization Citizen Behaviour on the HRM Practices: Mediating Role of Perceived Organization Support. Systematic Reviews in Pharmacy, 11(1), pp.407-415.

Levenstein, M.A., Kim, Y.Y., Hunter, L., Anduix-Canto, C., Niño, C.G., Day, S.J., Li, S., Marchant, W.J., Lee, P.A., Tang, C.C. and Burghammer, M., 2020. Evaluation of microflow configurations for scale inhibition and serial X-ray diffraction analysis of crystallization processes. Lab on a Chip, 20(16), pp.2954-2964.

Lv, Z., Qiao, L., Cai, K. and Wang, Q., 2020. Big data analysis technology for electric vehicle networks in smart cities. IEEE Transactions on Intelligent Transportation Systems.

Nápoles, G., Espinosa, M.L., Grau, I. and Vanhoof, K., 2018. FCM expert: Software tool for scenario analysis and pattern classification based on fuzzy cognitive maps. International Journal on Artificial Intelligence Tools, 27(07), p.1860010.

Ülengin, F., Işık, M., Ekici, Ş.Ö., Özaydın, Ö., Kabak, Ö. and Topçu, Y.İ., 2018. Policy developments for the reduction of climate change impacts by the transportation sector. Transport Policy, 61, pp.36-50.

Wang, Z., Li, X. and Shang, X., 2019. Distribution Characteristics of Mining-Induced Seismicity Revealed by 3-D Ray-Tracing Relocation and the FCM Clustering Method. Rock Mechanics and Rock Engineering, 52(1), pp.183-197.