Case Study : The Workforce Management Program

Southwest Airlines (SWA) maintained a low-cost, low-price and no frills strategy. The small Texas carrier began as a concept, its business plan detailed on a cocktail napkin in 1971 and grew into the nation’s fourth largest airline. Known as an innovator with low operating costs, dominating smaller airports, with a humorous customer service, SWA saw its 40th profitable year in 2013. Like all companies, SWA underwent leadership changes in 2001, and said goodbye to the company’s founder in 2008. Unfortunately, the changes in leadership were not the only changes; the organization proceeded to alter their beliefs and activities.

Qantas is widely regarded as the world's leading long distance airline and one of the strongest brands in Australia. It has strong reputation for excellence in safety, operational reliability, engineering and maintenance, and customer service. Furthermore, Qantas consists of 4,500 flight attendants who are highly trained and are all multilingualism. Hence, inflight services provided by the flight attendants give the passengers experiencing an exceptional level of personal service, which serve as a competitive advantage over other airlines. This is reflected by the “Best Airline Australia Pacific award” received by the Qantas in

The Workforce Matters guide for New York State agencies is a very valuable guide and relevant in 2012. It provides insight into the agency staff by recognizing the aging workforce and upcoming retirement; it recognizes the knowledge, experience and institutional memory that will leave the company once these long term employees leave. The plan addresses the changing demographic of its customers and the potential need for “new methods of service delivery and a workforce that reflects its customers”. They did not make the mistake of trying to solve staffing problems across the

This has been identified by the mayor as an area for major concern and needs to be addressed immediately.

Our Workforce Matters is a well-informed and useable guide on Workforce Planning. The guide presents individuals with in-depth knowledge on how to successfully create a workforce plan that is suitable for their organization. The guide provides lists, charts, and bullet points that grabs the reader’s attention and makes it easier to comprehend key points. Organizations can use this guide to ensure that their business needs are met by successfully staffing people.

In 1972 all Houston service is transferred to Houston's Hobby Airport form Houston Intercontinental, that is make more convenient for people to fly. During the first year of operations the customers were the Southwest's first priority. Five years after the first operated a twin-engine the SWA places its sixth Boeing 737 into service while flying over one and a half million satisfied customers to their destinations. Also at the same year SWA gets

Singapore Airlines (SIA) is one of the leading companies in the airline industry. They are well-known for their customer service. The basis of the philosophy of SIA is the fact that the quality of service will decide the success or failure of an organization. The management believes in providing value for the money the passengers pay. They recognize the vital role of the employees in this endeavor (Wyckoff, 1989). A well-managed organization considers satisfied and motivated employees as the basic source of improvement and success (Tella, Ayeni, & Popoola, 2007). Like any other organization, the SIA has room for improvement, in their new crew policies, advertising, and practices in retraining. These improvements could enhance them in the eyes of their employees and customers. To bring about improvements, there need to be some changes. The change processes are always associated with dilemmas and challenges. The efficiency of the change efforts and a democratic leadership are important in the resolution of the dilemmas and meeting the associated challenges. The desirable traits of such change efforts include awareness and acceptance of the need for change, foresight, team building aiming at the growth of people (Frandsen, 2014). For example, if the management recognizes and acknowledges the need for periodical retraining of the new employees in the interaction with the passengers, and arrange provision for this, the crew will become efficient in this skill. They will be more

Through knowledge of force development programs and education and training initiatives from working in the Force Development Division, I have provided many employees of different grade levels with pertinent information on how to develop a personal plan for career growth within the DoD AF and take advantage of resources available to them. As a lifelong proponent of education and learning who tutored K5 – HS age for fourteen years, I have a strong appreciation for good education, motivating and mentoring. This includes not only providing instruction when needed but enabling others to succeed in their personal and professional goals by providing resources and introductions to friends who are part of my network for visibility and other resources

& Hacooun, 2015, p.7). Adding this type of program can help increase satisfaction from patients, increase effectiveness of practices used within the hospital, and hopefully increase employee retention.

Personnel files belong to Austin Commercial and are strictly restricted. Employees can view their files by contacting their supervisor or management.

HUMINT as a collection discipline differs from its more technical counterparts in many ways as the previous chapters have proven, and while the changing nature of targets has highlighted the need for case officers from more diverse ethnic backgrounds and language skills it was focused on the clandestine HUMINT collection as a process and as such did not delve into the modern requirements of a case officer conducting clandestine HUMINT collection. Therefore, this chapter will analyze three factors that are paramount to developing highly skilled clandestine HUMINT case officers that can operate successfully in the modern security environment, these three factors

SAA Technical Maintenance arm of the business is the biggest and one of its kind in the continent

TAZA Corp will emphasize training and processes pertaining to the discrimination laws, because of the historical legal conflicts regarding their hiring practices. Particularly the Civil Rights Act of 1964 that makes it illegal to discriminate against someone based on race, color, religion, national origin or sex (USEEOC, 2015). By retraining management and providing HR services regarding recruitment and selection, TAZA Corp can avoid further litigation and increase organizational diversity.

Southwest Airlines was founded and incorporated in 1971 in the State of Texas by Herb Kelleher and Rollin King. These two men identified a target market of potential customers serving the Dallas, Houston and San Antonia regions who would normally drive rather than fly to locations that was less than 500 miles (Smith, 2004). Therefore, Southwest first home office was in Love Field, Texas, which was befitting as the organization’s name on the New York Stock Exchange is LUV, emphasizing their “love” for their employees and customers as a core behavior of the organizational culture (Klein, 2012). After forty-six years in business starting with 4 planes, the airline has now accumulated a fleet of 723 Boeing 737 aircrafts, serving 101 locations, in 40 states, including Puerto Rico, and internationally, Mexico, Jamaica, the Bahamas, Aruba, Dominican Republic, Costa Rico, Belize and Cuba (S&P Capital IQ, 2017). Moreover, this airline of almost 56,000 employees, is considered one of the worlds most successful airlines, generated close to 21 billion in revenue for 2016, and has been dethroned from the largest passenger carrier airline in the world to the fourth, due to industry mergers

There are major challenges confronting the workforce program managers and executives that are focused on staffing. In this area a common language must be ensured to support hiring practices. The lack of common words and definitions can cause serious communication concerns between program managers and suppliers of benchmarking workforce programs across organizations. In order to help prevent these issues, lexicon suggests a set of “working definitions to be use by program managers (American Staffing Association 2015, para.1).