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Assignment 1 : Alignment of HARM & Business Strategies Course: Strategic Human Resource Management 530 Date: 10/24/2013 Instructor: Name of School: Propose how you would ensure the HRS 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 undeserved demographic proportion, especially during the economic “melt-down” of 2008 (Gamble & Thompson, 2008).
Besides low-cost Ares; 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 Ana a positive Tallying experience, so Trot an HARM strategy Tanat winy 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 apertures and arrivals. Southwest HARM strategy has certainly aligned with the current Coo’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 (hometowns. Com). So based on all of this, what would be my approach upon making sure the HRS strategy stays currently aligned with Southwest’s business strategy? . 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. . 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 y 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 HRS Job positions and the responsibilities listed for that HRS department.
Recruiting: Southwest utilized a “multifaceted” approach regarding their recruiting strategy from traditional newspapers, Job fairs, employee referrals to more easier approaches such as social media (faceable, linked, twitter ). The recruiting team has recently implemented “keep interviews” upon casting a wider net to attract lent. 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 asking 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. 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, DOD managerial review Ana employees recommendations. Tensest 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 HRS Job positions you would prefer and explain why.
Employee relations: presents a unique opportunity of working with the various unions teams as ell 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 sass’s to positively enforce contests, parties and celebrations to maintain a positive workforce environment. The culture committee partners with nonprofits such “Susan G.
Keen, 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 (hometowns. Com). Analyze how the selected company can establish HARM 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. . 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. . 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 401 K programs.
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 HRS professionals allows a multi-faceted approach upon casting a “wider-net” to diverse candidates of mutual backgrounds. 3.