Gulfstream Aerospace

Therefore, one or two years may pass before the workforce could function to a degree of confidence to execute the work. Maintaining the workforce is expensive and at times seen as unnecessary. This functional requirement is critical for market entry of new product lines.

Seventy percent of the aircraft’s production and designing was outsourced to over fifty Tier 1 suppliers compared with only thirty-five to fifty percent that was traditionally outsourced in the production of other aircrafts (S. Tang and D.Zimmerman, 2009: 77). In late 2008, over twenty-seven thousand Boeing employees went on strike due to the company’s outsourcing policies and what its effects on job security (Doornbos n.d.). The strike lasted for fifty-seven days and it would cost Boeing a total of three months in production time, an estimated $100 million a day in revenue, and approximately $7 million a day in net income (Isidore

3. What are the pros and the cons for establishing a limited list of general purpose software products that employees may use within Boeing? [table]

1. Cross training will allow more employees to be able to do the same job and reduce the amount of boredom and accidents.

In the large world of technology, there are countless nations competing to be at the top and to remain there, the leaders in technological advancement must be supported by Americans. In Braun's article, he stresses the concern for investing in Aerospace technology, joining many economic topics and conversations. He believes that this side investment will contribute to our nation's economy through development and over time. Due to the influence of creating new technology, a byproduct of these advancements is the creation of high-tech jobs, requiring educated people to help out but also providing the opportunity of holding a job. Not to mention also creating a demand for employers that are seeking employees and a way to top their

Aircraft Solutions designs and fabricates component products and services for companies in the electronics, commercial, defense, and aerospace industry. The purpose of Aircraft Solutions is to provide customer success through machined products and related services. most of its equipment is automated to increase production while reducing costs. The company 's workforce has a large skill base: design engineers, programmers, machinists, and assembly personnel to work its highly-automated production systems with great skills.

Today’s corporations are highly advanced in communication, operations, and productions. The need for highly educated people is in great demand for both white and blue collar workers. With the continuing evolution of technology, companies will need to train and educate their employees to upgrade their level of knowledge. This is being accomplished through company training or

Throughout the United States, the workforce has adjusted to fit the many necessities of the employees and the different organizations. It has taken time for these changes to occur, but as shown in the readings, there have been huge changes from the 1950’s to the present.

My decision is to continue on the same course that Boeing Australia Limited (BAL) is on. I feel, after reading this case study that BAL has been on the correct path with regard to building their systems architecture. There is a need for a more sophisticated procurement process and the issue of a procurement application may be easily found. The key is the process by which BAL has implemented all other IT applications, they have been very successful. They are thorough and have processes in place to rationalize whether a new by-in application or an in-house developed program would be best. My thought is that at least one, if not more; of the current systems have an appropriate off the shelf

This paper contains workforce planning recommendations for National Aeronautics and Space Administration (NASA)’s Human Resource Department. This paper reviews NASA’s vision, their core values, workforce plan goals and key business strategies. Current workforce profiles are reported as well as demographics and key business challenges. This report also includes an overview of NASA’s organizational structure and a future workforce profile. A gap analysis of the workforce is enclosed as well as closing strategies.

The success of WestJet Airline over a course of time has been exponential and remarkable. Over the span of 15 years, the company has expanded tremendously, operating in 18 countries with a fleet of over 90 aircrafts having nine thousand employees. Being a “high-value low-fare budget airline” it aims at delivering “world-class guest experience”. The key driver for the success of WestJet is the use of Information Technology. WestJet’s core value has always been around IT with highly competitive and technical employees, providing them an edge over its competitors.

In addition, the airline has been involved in a major change as far as training is concerned and in 2003, the HRM facilitated in the expansion of the company’s apprenticeship programme (Gunn, 1988). According to Kirkpatrick’s model of learning and training, training helps in ensuring affirmative results (Kearns, 2010).

Boeing’s management has been concentrating on diversification of the overall company activities. The management has a concept that oversees the diverse employees, business partners and customer relations are important to creation of advanced aerospace services and goods for the diverse customers around the world. It has concentrated on creating good working conditions for its employees through creating an environment that is conducive. The environment refers to a welcoming, engaging and respectful environment with chances for both professional and personal development of the employee.

7.1 Boeing management opted to control Tier 1 and Tier 2 integrators and their suppliers using a computer web based system, ‘Exostar’ (Denning, 2013). This system intended to provide supply chain and logistics visibility and ‘real time’ monitoring to control process, development, time and cost. Due to cultural differences and trust issues with this system, accurate and timely information was not entered by integrators and suppliers (Denning, 2013).

Exxon Mobil is a business that believes in a diverse workforce comprised of talented employees who are driven by its purpose. The company retains its employees, by continually developing them to be successful. In Exhibit A, the graph explains the training costs and employee retention Exxon Mobil has during the years of 2011 to 2015. “Currently, the company employs more