...Organizational Behavior & Human Resource Management ECM62BUS Assessment 2: Individual Business Report Name Date Abstract The role of human resources management is indispensable in Southwest Airlines and the Coca Cola Company. The department has the power of steering the companies to success and greatness. Indeed, this department deserve due attention because of the role it plays in the two organizations. However, the two companies, Southwest Airlines and the Coca Cola Company manage their human resources in somewhat different ways. Some of these ways employed by the company contravenes the conventional way of managing human resources. This paper therefore, made a critical evaluation of the human resources management of the two organizations. Apart from critically organizing the human resources management, the paper also highlights the organizational structure and change management issues in the two organizations. From this analysis, the paper claims that the because the two organizations operate in different industries, aviation industry and hotel industry, the manner in which the human resources management practices are conducted is unique for each of the organizations. It is also noted that each of the organizations has a distinct organizational culture. In the same note, it is observed in this paper that the two organizations have different organizational structure. Because of these differences, the PESTLE and SWOT analyses...
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...Assignment Title: Human Resource Management Submitted by Name: MD.OMOR FARUK Reference: 99197758 Submitted to ANDY BAKER Table of Contents Task-1: Analyze the reasons for human resource planning in organizations 2 3 Name of the Organization: Emirates Airline 3 Name of the Organization: Virgin Atlantic 4 Introduction 4 Emirates Airline includes three session interview: a. open day interview, b. assessment day interview and c. final interview 4 Task-3: Evaluate the effectiveness of recruitment and selection techniques in two organizations 5 Virgin Atlantic company has many effectiveness which are discuss blew; 6 Task-4: 7 Activity-1 7 7 The area of the organization 8 Conditions of the organizational employee 8 Past effect of recruitment 8 Organizational growth 8 Salary and working condition 8 Cultural and Environmental factors 8 Future expectations 8 Organizational Benefits of attracting and retaining diverse workforce 8 Task-1: Analyze the reasons for human resource planning in organizations Definition of human resource planning: Human resource planning is a system in which most of the candidates and new employees in the new position that an organization wishes to fill in close to future. Human resource has two components a, recruitments forecasting and more availability forecasting. 1. Recruitment forecasting: Recruitment forecasting measures how many workers will have needed to fill the company new position. 2. Availability...
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...in it The Emirates Airlines is the organization that will be the topic of discussion in my final project. “Emirates Airlines is the Emirates Group’s rapidly expanding and award winning international Airline. Emirates started in Dubai and flew out with only two aircrafts in 1985 on 25th October which involved just a leased Boeing 737 and an airbus 300 B4. Today the Airline has orders worth over US$ 68 billion for 200 more of the latest aircraft, with plans to operate in many more destinations in the months and years ahead. Emirates global network now sees it flying to over 110 destinations across 6 continents, operating a modern fleet of over 150 wide-bodied aircraft. Emirates airlines accounts to about 40% of the total movements of flights and aiming for at least 70% total flights coming in and going out of Dubai International Airport.” (http://www.emirates247.com/look-back-2010-onto-2011/the-most-popular-stories-of-2010) I am an accountant for Emirates Airlines and in charge of creating a project aiming to increase the company’s market share and gain more profit without sacrificing the company’s quality of services and reputation. I just recently began my employment in the company and now facing the big challenge of creating this project and attaining the goal of making it huge in international market and increasing our sales without compromising our excellent customer service. To be able to achieve this goal, I definitely need to focus in training and development of the...
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...AIR TRANSPORT MANAGEMENT AND OPERATIONS David Lambert Air Transport Management and Operations Contents Introduction - Page 3 Principles of Management – Page 4 Human Resource Management – Page 9 Safety and Security – Page 14 References – Page 18 Introduction All companies and organisations are interested in producing profits, increasing market share and growing the range of products and services that they provide. In order to achieve these goals effective management within the organisation is required. In a general terms management is comprised of ‘top management’, ‘middle management’ and ‘operating management’. However when organisations reach the size of today’s major carriers these definitions can become fully define and a larger framework is required. When the air transport industry was in its infancy management was a much simpler process with smaller teams and shorter communication paths between levels within the organisation. In recent years major carriers have come to employ tens of thousands of people reducing the importance and sense of contribution anyone employee has within the structure. Lines of communication have stretched between decision-making and the ground worker removing a sense of teamwork and a confusion of the ultimate goals of the airline. In the highly competitive world of air transport creating and maintaining an efficient...
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...DRAFT March 22/2003 GMG Airlines – at a glance GMG Airlines is the country’s only surviving private passenger airlines. GMG started its airlines business and went on operation on 6th April 1998. GMG Airlines tries to portray its philosophy “ First Class all the way” in its every activity starting from its customer dealing to its own people handling. GMG believes in profit maximization through customer satisfaction and that is achieved through its own people’s satisfaction GMG Group has 45 years’ business experience in Bangladesh. Having such a vast experience, GMG opened its airlines sector, which is about to touch its six years of experience. GMG Airlines, by giving shape to its philosophy-First Class All the Way, has already managed to gain trust of our valued clients and prospects. Now in the airlines business in Bangladesh, GMG means everything first class that includes from service like ticket selling to schedule maintenance. GMG is well managed and well organized company. They have very effective and efficient management committee. They have effective and systematic interdepartmental cooperation for works which materialized the philosophy of the company. Needless to say, both the Chairman and Managing Director of GMG Airlines are Commercial Pilot License holders and are highly qualified. INTRODUCTION People are the major component of any business, and the management of people is a major part of every manager’s job, it is the specialized...
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...Evolving Concepts of Crew Resource Management Embry-Riddle Aeronautical University Evolving Concepts of Crew Resource Management The roots of Crew Resource Management training in the United States are usually traced back to a workshop, Resource Management on the Flightdeck sponsored by the National Aeronautics and Space Administration in 1979 (Cooper, Lauber, & White, 1980). This conference was the outgrowth of NASA research into the causes of air transport accidents. The research presented at this meeting identified the human error aspects of the majority of air crashes as failures of interpersonal communications, decision making, and leadership. At this meeting, the label Cockpit Resource Management (CRM) was applied to the process of training crews to reduce "pilot error" by making better use of the human resources on the flightdeck. Many of the air carriers represented at this meeting left it committed to developing new training programs to enhance the interpersonal aspects of flight operations. Since that time CRM training programs have proliferated in the United States and around the world. Approaches to CRM have also evolved in the years since the NASA meeting (Helmreich, Merritt, & Wilhelm, 2001). CRM training is now used by all the major international airlines. A recent survey of International Air Transport Association affiliated airlines indicated that 96 per cent of respondents were running CRM courses. Over 60 per cent of these had been in existence...
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...the Boeing Commercial Airplanes and Boeing Defense, Space, and Security Divisions (Boeing, 2010). In the early 2000s Boeing struggled and was surpassed by Airbus in annual airline sales. Through the organizing function of management, Boeing is once again the leader in the aerospace industry, continues to build a competitive advantage, and is more flexible, innovative, efficient, and responsive to its customers. The organizing function of management follows the planning function and requires management to develop and organizational structure, assemble and coordinate the human, financial, physical, informational, technological, and other resources needed to achieve the organizations goals. To be effective, managers need to use new forms of organizing and possibly view people as the most valuable resource. Companies will departmentalize an organization during this function of management. Examples of departmentalizing an organization include organizing by function, product, geography, or customer. Although the organizing function of management consists of assembling and allocating the resources needed to achieve goals, organizing is also about utilizing resources to build a dynamic organization (Bateman & Snell, 2009). A key resource to the organizing function management is human resources, which involves maximizing the capabilities and performance of the organizations people (McNamara, 2011). For Boeing to regain its elite status, the company began making plans...
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...Contents INTRODUCTION .......................................................................................................................... 2 Control environment and control activities..................................................................................... 3 Framework for Strategic Human Resources Management ............................................................. 3 Regulatory and Compliance ............................................................................................................ 4 Talent Centric Strategy of Human Resource .............................................................................. 5 Retaining and Motivating Talented Staffs with Various Experiences ............................................ 6 Employee Training Strategy ........................................................................................................... 6 Management Values........................................................................................................................ 7 Cultural Balance.............................................................................................................................. 7 Managing Diversity ........................................................................................................................ 8 Environment .................................................................................................................................... 8 Organization...
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...Royal Holloway, University of London School of Management THE MANAGEMENT OF EXPATRIATES WITHIN EUROPEAN AND MIDDLE EASTERN AIRLINES By: September 2010 Supervisor: Dr. Yu Zheng This dissertation is submitted as part of the requirement for the award of the Master’s degree MSc in International Human Resource Management THE MANAGEMENT OF EXPATRIATES WITHIN EUROPEAN AND MIDDLE EASTERN AIRLINES Acknowledgements In the name of God, most gracious, most merciful. I would like to take this as an opportunity, to owe my deepest gratitude to all who have made this dissertation possible. Firstly, I am heartily thankful to my supervisor Dr.Yu Zheng for her unlimited advice, guidance and support throughout this journey. Secondly, a big Thank you to my lovely family, for their encouragement, and constant support. Thirdly, a great appreciation should not be forgotten, to my friends who have helped me during this challenging year. 2 THE MANAGEMENT OF EXPATRIATES WITHIN EUROPEAN AND MIDDLE EASTERN AIRLINES Executive Summary This research endeavours to investigate the management of international assignments in a European and a Middle Eastern airline. In-depth qualitative interviews are conducted to get a clearer picture of the motives behind sending out expatriates, the selection procedures and training programs of each airline. Also to find out the role HR department plays towards the preparation of expatriates and their adjustment...
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...CONTENTS 1 Introduction to Southwest Airlines 3 1.1 Overview 3 1.1.1 History 3 1.1.2 Southwest Airlines’ offerings 4 1.2 Reasons for choosing Southwest Airlines as a case study on HR practices 5 2 Literature review 5 2.1 HR strategies 5 2.2 Training and development 7 2.3 Compensation 8 2.3.1 Financial compensation 8 2.3.2 Non-financial compensation 10 3 Human resource practices in Southwest Airlines 11 3.1 Human resource strategies in Southwest Airlines 11 3.1.1 Southwest Airlines Strategies 11 3.1.2 Role of HR Strategies in implementing Southwest Airlines’ strategies 12 3.1.3 Southwest Airlines human resources strategies and tactics 14 3.2 Training and development in Southwest Airlines 20 3.2.1 Southwest offer the employees the freedom to learn and grow 20 3.2.2 Safety and security training and outreach 21 3.2.3 Environmental and sustainability training 22 3.2.4 Diversity and inclusion education and outreach 23 3.2.5 University for people - leadership 23 3.3 Southwest Airlines’ Compensation and Benefits for People 27 3.3.1 The Freedom to Travel 28 3.3.2 The Freedom to create Financial Security 29 3.3.3 The Freedom to pursue Great Health 30 3.3.4 The Freedom to Learn and Grow 32 3.3.5 The Freedom to Work and Have Fun 33 3.3.6 Employee Recognition Programs 34 3.3.7 Distributed Leadership 35 CONCLUSION 37 REFERENCE 38 Introduction to Southwest Airlines Overview History Southwest Air was...
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...provided by copyright law, no further copying, storage or distribution (including by e-mail) is permitted without the consent of the copyright holder. The author (which term includes artists and other visual creators) has moral rights in the work and neither staff nor students may cause, or permit, the distortion, mutilation or other modification of the work, or any other derogatory treatment of it, which would be prejudicial to the honour or reputation of the author. Designated person authorising scanning: Anne Petrie Module: Managing Human Resources Module no: UMPCYC-15-M ISBN/ISSN: 9780415893701 Extract Author: Rozhan Othman and Wardah Azimah Sumardi Extract title: Malaysia Airlines: Talent Management in aTurnaround situation Book or Journal Title: Global Human Resource Management Casebook, Hayton J.C Publisher: Routledge, Oxford, 2012 Page numbers 299 - 307 Library Digitisation Service Malaysia Malaysia Airlines: Talent Management in a Turnaround...
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...TALENT MANAGEMENT AT GOVERNMENT -LINKED COMPANIES (GLCs) Transformation • Innovation • Partnership © August 2009 Malaysia Productivity Corporation Talent Management at Government Linked Companies (GLCs) Page 2 Table of Content Preface Introduction 3 4 Talent Management at Government-linked Companies (GLC) Transformation • Innovation • Partnership Talent Management and GLC defined 5 Insights on TNB (Tenaga Nasional Berhad) 8 Insights on MAS (Malaysia Airlines) Summary 11 15 Talent Management at Government Linked Companies (GLCs) Page 3 Preface In today’s global business environment, talent becomes the potentially powerful source of competitive advantage. Talent management is the fundamental building block to creating an organisation that is capable of learning, innovating and changing, as well as executing new processes. Finding, acquiring and retaining the right talent complemented by correct management and support are necessary for sustainable competitiveness. This research explores the aspects of talent management among Government-linked companies (GLC) in Malaysia. The Government’s Orange Book on Strengthening Leadership Development of December 2006 provides insights into the transformation processes of GLC in talent management. The Orange book sets out a framework to assess and strengthen company-wide leadership development through talent management. With these in mind, initiatives were taken to research talent management initiatives...
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...Research Proposal Theme: The impact of recruitment and selection process in organisation. A case study of Singapore Airline Competitive advantage is a circumstance that put a firm in a strong business position compare to its rivals in the industry (Breaugh, 2008). While the hospitality industry is faced with by micro and macro environmental factors, such as overcapacity, business cycle, high risk profile, difficulty of offering unique products and intensive competition in the industry, few companies such as the Singapore Airline have managed to maintain their market position and stay competitive. There are many factors that could be linked with SIA competitiveness in the market which include the ability to shifts between poles by offering quality services in a cost effective ways and its cost of operation can be compare to budget airlines in the industry. SIA focuses on differentiation by concentrating on innovation, excellence services and aligning functional strategies including marketing, human resource and operations with the company’s business level strategy (Heracleous and Panagarkar, 2008). Background of Singapore Airline Singapore Airlines can tracked back to 1947, when a Malayan Airways Limited (MAL) Airspeed Consul took off from Singapore Kallang Airport and the name was changed to Singapore Airline in 1972. The company have 5 subsidiaries which includes, SIA Engineering Company, SilkAir Pte Ltd, SCOOT, SIA Cargo, SATS, and Tradewinds Tours. As at March 2014...
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...BENCHMARKING PAPER Great Team University of Phoenix InterClean Benchmarking Today's organizations thrive on benchmarking to find best practices or solutions to a company's problems through outside industries or companies. This paper highlights some of those issues focusing on how other companies have implemented plans to handle those issues. The issues facing InterClean highlighted in this analysis are human resource philosophy, employee retention, mergers and acquisitions, human resources product handling and servicing. Benchmarking was conducted to evaluate how other companies had handled situations similar to those of Interclean. Outside companies evaluated for comparison come from the mortgage industry, pharmaceutical industry, oil industry, specialty eatery industry, technology industry, airlines industry, chemical industry, insurance industry, and home improvement retail industry. The companies evaluated in this paper were Guardian First Funding Group, Trinity-Chiesi Pharmaceuticals, BP Amoco, Starbucks, Google, Northwest Airlines and Delta Airlines, Rohm and Haas Company, Liberty Mutual Holding Company, Pepsico, and LOWE’s. Evaluation of these companies showed several concepts used in handling the issues and how the companies used these concepts. Situational Analysis Retaining Employees Guardian First Funding Group - Guardian First Funding Group (GFFG) is a mortgage company exclusively involved in the reverse mortgage business. They have been selling reverse...
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