Propose how you would ensure the HR strategy is in alignment with the business strategy. Since its very first round of commercial flights in the summer of June 1971; Southwest was initially founded on the basis as a “low-cost” provider without compromising quality of service.. Its popular low-fares made air travel more affordable that captured an underserved demographic proportion, especially during the economic “melt-down” of 2008 (Gamble & Thompson, 2008).
Besides low-cost fares; Southwest’s second core business strategy was their approach to providing exceptional customer service as well as creating a good customer satisfaction and overall experience. Southwest’s has predicated their success upon making sure passengers had a positive flying experience, so from an HRM strategy that’s why it is important for the company to hire gate personnel who enjoyed interacting with customers; having good interpersonal & outgoing personalities.
For example, a number of Southwest’s gate personnel would entertain passengers with trivia questions or contests, while staying actively engaged with passengers during departures and arrivals. Southwest HRM strategy has certainly aligned with the current CEO’s (Gary Kelly’s) expectations in terms of receiving thousands of letters from customers complimenting particular employees that want “far and beyond” the call of duty (www.southwest.com).
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... happen if a global strategy were adopted. Southwest might not be able to maintain the high level of customer service in all areas ... leman, the company set out with a mission to "treat passengers like customers," in an industry, Neel man believes, often sees ... of the "no frills" and low prices offering that Southwest has perfected, a Jet Blue passenger will get low fares, all-leather seats and ...
So based on all of this, what would be my approach upon making sure the HR strategy stays currently aligned with Southwest’s business strategy? 1. Placing a high strategic importance upon hiring & retaining employees that reflects the company’s goals and values of delivering exceptional customer service, while being passionate about their jobs. 2. Strategically focusing hiring efforts with potential employees from the “hospitality industry” has proven to be an effective tool, since most employees from that industry (hotels, them-parks, sporting events) inherently understand the importance of having exceptional people skills and working in a dynamic work environment 3. Strategically positioning Southwest’s reputation as “one of the best companies to work for” to attract exceptional talent that fits their personality profile. While most companies utilize “personality tests” and traditional interviews; Southwest screens potential candidates by conducting “behavior & situational” based questions, while allowing current employees to partake in the interview process and implementing Continuous training, promotions and an industry above-average pay-scale.
Describe the HR job positions and the responsibilities listed for that HR department. Recruiting: Southwest utilized a “multifaceted” approach regarding their recruiting strategy from traditional newspapers, job fairs, employee referrals to more savvier approaches such as social media (facebook, linkedin, twitter ).
The recruiting team has recently implemented “skype interviews” upon casting a wider net to attract talent.
They have also formed “strategic alliances & partnerships” with veterans returning from Iraq. Screening: Southwest is an extremely “personable company”, so the screening team looks for “people-oriented” that are extroverted with a good-sense of humor. The airline has mastered the degree of identifying potential employees with the ability to communicate in a genuine, caring and empathetic manner with customers of all races, backgrounds and personal situations. According to Gary Kelly; The overall success of the screening process is to hire candidates that are personable with an outgoing attitude, but with the notion upon taking the initiative and working cohesively with employees & customers in sometimes chaotic conditions as well as in extreme weather conditions. Training: Besides the federally mandated FAA training program; Southwest’s curriculum were designed and conducted by the actual input of former, retired and current employees.
The Essay on Merrill Lynch – Company And Industry Background
BackgroundMerrill Lynch is one of the world's leading financial management and advisory companies, with offices in 38 countries and total client assets of approximately $1.5 trillion. As an investment bank, Merrill Lynch is a leading global underwriter of debt and equity securities and strategic advisor to corporations, governments, institutions and individuals worldwide. Through Merrill Lynch ...
Some of the courses conducted are: safety, communications, stress management, career mapping & development, leadership and managing your finances. Promotion & Compensation: 70 to 80% of Southwest’s supervisory positions are filled internally. The promotion process includes a satisfactory job performance, good managerial review and employees recommendations. Southwest also offers courses aimed at cultivating and developing potential managers and supervisors for the future. Compensation: Southwest pay-scale exceeds the industry average and in 2009 the median hourly pay-rate averaged between $ 35 for flight attendants, $45 for aircraft mechanics and service technicians, and $ 25 for customer service and baggage handlers (Gamble & Thompson, 2008).
Determine which HR job positions you would prefer and explain why. Employee relations: presents a unique opportunity of working with the various unions teams as well as addressing pressing issues that may have an significant impact of overall company productivity. This group stays behind the scenes, but keeps the cohesiveness. Culture Committee: Southwest formed the “culture committee” in the early 1990’s to positively enforce contests, parties and celebrations to maintain a positive workforce environment. The culture committee partners with nonprofits such “Susan G. Komen,
The Special Olympics, The American Cancer society to promote their causes throughout the organization that includes employees that may be personally effected. It’s all about acknowledging the tireless efforts of the employees and showing appreciation (www.southwest.com).
Analyze how the selected company can establish HRM strategies to improve competitive advantages.
1. Strategically to recruit, hire and maintain a large number of loyal employees who are committed and concentrate on reducing costs. 2. Encouraging each future and current employee upon taking the initiative to complete tasks that be outside of their job description. 3. Creating & fostering an environment that encourages fun & professional growth. 4. Compensation: Compensating employees above the industry average as well as incorporating specialized programs of vesting into employee development as well as quality of life regarding: profit sharing, tuition assistance and 401K programs.
The Essay on Stock Options Employees Tax Company
Since the late 1980's more and more people have been given the opportunity to purchase stock options. As of 2001, ten million employees have chosen to purchase stock options. Another survey established that 97 of the top 100 e-commerce companies gave the choice of options this year. For these reasons, it is important to understand what stock options are, the different types of options, and their ...
Propose three (3) ways that the company can increase diversity. 1. Strategic Partnerships with minority associations such as the National Black MBA Association that creates exposure as well as positive synergies with candidates. 2. Having a diverse internal recruiting base of HR professionals allows a multi-faceted approach upon casting a “wider-net” to diverse candidates of mutual backgrounds. 3. Campus recruiting allows companies upon being-exposed to the best & brightest talent at colleges and universities that promote and reflect a diverse student base (Stewart, G. L., & Brown, K. G. (2012).
