数学论文：澳洲航空公司人力资源信息系统开发
澳洲航空公司被认为是澳大利亚的旗舰航空公司，其机队规模是该航空公司名列前茅的主要方面。该公司总部位于悉尼，目前已在澳大利亚国内市场获得约65%的份额，并拥有一系列航空公司来扩大业务。该航空公司覆盖约85个目的地，机队规模达到131个。本文对该航空公司的发展战略进行了分析，并对其影响进行了探讨。因此，提出了员工绩效考核和培训发展计划，以培训员工适应新的战略。本文主要研究澳洲航空公司绩效考核方法的开发与应用，以及针对澳洲航空公司现代化新战略的培训建议。该航空公司最近采用了机队开发和将其纳入组织结构的一部分。
数学论文：澳洲航空公司人力资源信息系统开发
系统开发生命周期(SDLC)是为澳航拟建项目开发性能分析和培训模块的过程。所遵循的模型是瀑布式的，它是一个长期的过程，整个生命周期公开给各个QC提交，然后是最终的部署。
从上图可以看出，很明显，需求是制定一个培训和绩效分析计划。设计将必然是电子表格和数据库的组合，以检查、分析和开发员工的技能集。详细设计阶段将包括为研究目的而组织的表格、报告和数据的深入创造。下一个阶段是构建，在此基础上进行第一个阶段的实施，然后进行测试，以了解提案如何为员工工作。最后，对所有目标受众进行了实现，并进行了性能分析。由于需要容纳大量的受众和大量的数据，SDLC流程至少需要3个月的时间来实现。
这种类型的人力资源信息系统数据库将把每一个人力资源与公司的功能连接起来。此外，它还可以尽量减少为各种业务分配和管理人力资源所涉及的费用。决策也变得更容易(慕克吉，2012)
数学论文：澳洲航空公司人力资源信息系统开发
Qantas Airlines is regarded as flag carrier airline in the country of Australia and the fleet size is the major aspect of this airline that makes it to top the listing of airlines. Based in Sydney, this company has gained about 65% of share in Australian domestic market and it also owns a range of airways companies to expand the operations. The airline covers about 85 destinations and the fleet size reaches to 131. In this paper, this airline company is analysed in terms of its growth strategy and the influence of IT is also explored. As a result, the plans for performance reviews and training and development for the staffs to train to the new strategies are proposed and presented. The paper focuses on development and application of performance review methods and training proposals for the new modernization strategy by Qantas Airways in Australia. This airline has recently adopted fleet development and inclusion of IT as a part of organizational structure .
数学论文：澳洲航空公司人力资源信息系统开发
The systems development life cycle (SDLC) is regarded as a process meant to develop the performance analysis and training module for the proposed project of Qantas Airlines. The model followed is waterfall where it is a long term process and the entire lifecycle is exposed to individual QC submissions followed by final deployment.
According to the figure presented above, it is clear that the requirement is to develop a training and performance analysis plan. The design will necessarily be a combination of spreadsheets and databases to check analyse and develop the skill sets of employees. The stage of detailed design will include in depth creation of forms, reports and data that can be organized for the purpose of study . The next stage is construction where it goes for the first stage of implementation followed by testing to understand how the proposal works for the employees. Finally, it is implemented to all the targeted audience and performance analysis is also made. The SDLC process consumes a minimum of 3 months to implement for this company due to the large audience and huge data that need to be accommodated.
This type of HRIS database will connect every human resource with the functions of the company. Additionally, it can also minimize the costs involved in allocation and management of human resources for various operations. Decision making also becomes easier (Mukherjee, 2012).
