netrashetty
Netra Shetty
American Airlines, Inc. (AA) is the world's second-largest airline in passenger miles transported,[8] passenger fleet size, and operating revenues. American Airlines is a subsidiary of the AMR Corporation and is headquartered in Fort Worth, Texas adjacent to its largest hub at Dallas/Fort Worth International Airport. American operates an extensive international and domestic network, with scheduled flights throughout North America, Latin and South America, Europe, Asia/Pacific and the Caribbean.
American Airlines was listed at #120 on the Fortune 500 list of companies in 2010 and is a founding member of the Oneworld airline alliance
Labor Relations according to Sims (2002) is the process of dealing with employees who are represented by a union. A labor union can be defined as an organization of employees that uses collective action to advance its members’ interests in regard to shared job-related goals, including items such as higher pay, shorter working hour, enhanced benefits, and better working conditions. Collective bargaining, a specific aspect of labor relations is the process by which unions seek to manage their working environment. Collective bargaining is the process by which managers and union leaders negotiate acceptable terms and conditions of employment for workers represented by unions.
In order to form positive relations between the company and its employees, the CEO needs to possess the following knowledge, skills and abilities:
* Knowledge of labor relations principles, practices, procedures, strategies, and trends including contract negotiation, interest based bargaining and dispute resolution
* Thorough knowledge of the principles, practices and procedures of private personnel administration as applied to labor relations issues
* Knowledge of laws and regulations and guidelines pertaining to labor relations
* Knowledge of the principles, practices and trend in benefits administration
* Knowledge of grievance procedures
* Excellent oral and written communication skills
* Good public speaking/presentation skills
* Ability to develop, interpret and administer contract provisions
* Ability to represent the organization effectively during bargaining sessions
* Ability to analyze facts and make sound decisions based on evidence presented and applicable laws, rules and precedents
* Ability to resolve conflict through persuasion, mediation, and negotiation
* Ability to establish and maintain effective working relationships with company officials, employee representatives and regulatory agencies
* Ability to plan and to direct the works of others
Conclusion
The case of High Air presents a bird’s eye view of the different human resource management issues that organization’s face today. Like many organizations today, High Air is experiencing a revolution that I would like to call as the human resource revolution. Human Resource Management has emerge as an important organizational department that has the potential to make or break the organization. Now, HRM is considered as a strategic partner – a partner that can help the organization achieve its goals and objectives. High Air faces many human resource management issues that, if dealt with effectively, will make a milestone for the company. In order to achieve its goals, the company needs to restructure the HR processes within its company. From job analysis to employee relations, the management must make sure that it communicates, through its policies and practices, its commitment to its people.
HUMAN RESOURCE DEPARTMENT 1)Identification of Job Vacancy If an employee of the company leaves the firm due to any reason. This may be deliberate resignation to move to another firm. This may also any other reasons such as, retirement, termination or death, a vacancy is formed at the respective department of the company. The department, carefully analyzed in all its respects identifies this vacancy and the job description is forwarded to the workers of the human resource department. 2)Job Description Forwarded By Respective Department Then the department, in which the vacancy is created, sends a complete Job Analysis Information to the HR Department. Thus, the Department forwards a complete document to HR specialists so that they can analyze the job correctly and efficiently. 3)Determination of Grade and Designation When respective departments have identified the vacancy and the job description has been sent to HR Department, the HR Department decides on the grade and designation of the vacancy. 4) Job Posting This is the most common practice at Descon. Moreover; the reporting time is also specified within which the candidate should contact the HR Department. 5)Candidates contact HR Department After job has been posted, the candidates who are interested contact the HR Department via mail, telephone or face to face. The candidates will include 29
HUMAN RESOURCE DEPARTMENT • People working within the same branch of Descon. • People working in some other branch of Descon. 4.1.2 Management’s View on the Resourcing Process The management of Descon holds that resourcing or internal recruitment is better: Because people not only seek a job at Descon but also find a prolonged career in the company, basically it is Project Company. 4.1.3 The Recruitment Process In Descon recruitment refers to external recruitment only that is people are hired from outside the firm. The recruitment process involves the following steps: • Internal unavailability of appropriate personal • Screening of Available Resumes 4.2 Sop for Clerical/ Labor Job Descon engineering is undertaking a major expansion in its capacity to provide comprehensive, multi discipline engineering services in petroleum oil and gas, power generation petrochemical and chemical industry sector for EPPC projects. It is project based organization. Descon is renowned of diverse offer of training and development measures. They provide state of art facilities to conduct internal or external training. These trainings covers development of fresh gradates, project managers, department heads, technical staff and potential leader. 4.3 Criteria for Officers Job 1) In charge Quality Assurance & Quality Control B.E (Mechanical / Metallurgy) with minimum 08 years of experience in the field of QA/QC, with at least 03 years as Head of a QA/QC team. The candidate should 30
HUMAN RESOURCE DEPARTMENT ideally have experience related to plant construction & Maintenance in Oil & Gas, Fertilizers, Power Plants and Petrochemicals Sector. 2) Incharge Production B.E Mechanical/Metallurgy with 10 years of experience in fabrication of Steel Structure, Boilers, Heat Exchangers and process equipment etc. 3) Site Managers (Mechanical, E & I) B.E/ M.E (Mechanical, Electrical) with 15-20 years of relevant experience. Able to lead the multi-discipline project team and responsible for the overall management of the project site to which assigned such that the contractual requirements and obligations are fulfilled, in accordance with drawings and specifications and all is completed within in safety goals set for construction, within budget, and within schedule. 4) Construction Managers (Mechanical, E&I) B.E Mechanical/Electrical having more then 10-15 years of experience of filed construction in mechanical works with proven leadership & entrepreneurial skills. Motivate construction team, Ensuring cost effectiveness and work progress to deliver the output as per schedule, Ensure implementation of Descon’s integrated project management systems and related procedures at the site. 5) Incharge Planning and FEDC (Civil, Mechanical, E&I) B.E Civil/Mechanical/Electrical with 10-15 years working experience on large mechanical construction projects (Oil& Gas, Petrochemicals etc)
The following lists advantages and disadvantages, when working with a HRM heart rate monitor in your daily training program.
Pros:
* Motivation enhancing factor (like having a training supervisor attached can be motivating).
* With the correct preceding guidance, you can train specifically within the optimal pulse zones on any given training day and training type.
* Helps the inexperienced not to over train.
* With the correct preceding guidance, the heart rate monitor can show the tempo rider the optimal work pulse. Both when training and in competition.
Cons:
* Too much data can ruin your focus and distract you from the important points, which are necessary to achieve top form based on your current level.
* You may become a rider/person who solely concentrates on the data. To have the ability to know which pulse rate you have in a situation without the use of a heart rate monitor is best, but is only granted the very experienced riders.
* Gradually as your level improves over a season your pulse zones will change. Therefore it demands that you adapt your pulse zones to your current level.
* Not suitable for training in groups.
* Distracting factor on the highways, which can result in accidents.
* Not suitable for use during competitions, which are not time trials or triathlon/duathlon
To train purposefully is one thing, but if it is not enjoyable during the process most people often run out of steam. Therefore you should not underestimate the importance of the heart rate monitors motivating factor. But having said this, the ideal situations is that you basically know yourself and your body so well that you can make up your own mind in any situation, if you need to train harder, train with a more easy going attitude or perhaps have a rest day. If everything really comes together, the person can feel several months before the goal what kind of training is required in order to get most out of the situation. It is exactly this ability that will only be an opportunity for the most experienced riders who have ridden for many years. The rider should also have a little flair, which is not an ability everyone possesses. A heart rate monitor would be helpful in everyday life for the vast majority, but you should consider what importance the above advantages and disadvantages have for you.
American Airlines was listed at #120 on the Fortune 500 list of companies in 2010 and is a founding member of the Oneworld airline alliance
Labor Relations according to Sims (2002) is the process of dealing with employees who are represented by a union. A labor union can be defined as an organization of employees that uses collective action to advance its members’ interests in regard to shared job-related goals, including items such as higher pay, shorter working hour, enhanced benefits, and better working conditions. Collective bargaining, a specific aspect of labor relations is the process by which unions seek to manage their working environment. Collective bargaining is the process by which managers and union leaders negotiate acceptable terms and conditions of employment for workers represented by unions.
In order to form positive relations between the company and its employees, the CEO needs to possess the following knowledge, skills and abilities:
* Knowledge of labor relations principles, practices, procedures, strategies, and trends including contract negotiation, interest based bargaining and dispute resolution
* Thorough knowledge of the principles, practices and procedures of private personnel administration as applied to labor relations issues
* Knowledge of laws and regulations and guidelines pertaining to labor relations
* Knowledge of the principles, practices and trend in benefits administration
* Knowledge of grievance procedures
* Excellent oral and written communication skills
* Good public speaking/presentation skills
* Ability to develop, interpret and administer contract provisions
* Ability to represent the organization effectively during bargaining sessions
* Ability to analyze facts and make sound decisions based on evidence presented and applicable laws, rules and precedents
* Ability to resolve conflict through persuasion, mediation, and negotiation
* Ability to establish and maintain effective working relationships with company officials, employee representatives and regulatory agencies
* Ability to plan and to direct the works of others
Conclusion
The case of High Air presents a bird’s eye view of the different human resource management issues that organization’s face today. Like many organizations today, High Air is experiencing a revolution that I would like to call as the human resource revolution. Human Resource Management has emerge as an important organizational department that has the potential to make or break the organization. Now, HRM is considered as a strategic partner – a partner that can help the organization achieve its goals and objectives. High Air faces many human resource management issues that, if dealt with effectively, will make a milestone for the company. In order to achieve its goals, the company needs to restructure the HR processes within its company. From job analysis to employee relations, the management must make sure that it communicates, through its policies and practices, its commitment to its people.
HUMAN RESOURCE DEPARTMENT 1)Identification of Job Vacancy If an employee of the company leaves the firm due to any reason. This may be deliberate resignation to move to another firm. This may also any other reasons such as, retirement, termination or death, a vacancy is formed at the respective department of the company. The department, carefully analyzed in all its respects identifies this vacancy and the job description is forwarded to the workers of the human resource department. 2)Job Description Forwarded By Respective Department Then the department, in which the vacancy is created, sends a complete Job Analysis Information to the HR Department. Thus, the Department forwards a complete document to HR specialists so that they can analyze the job correctly and efficiently. 3)Determination of Grade and Designation When respective departments have identified the vacancy and the job description has been sent to HR Department, the HR Department decides on the grade and designation of the vacancy. 4) Job Posting This is the most common practice at Descon. Moreover; the reporting time is also specified within which the candidate should contact the HR Department. 5)Candidates contact HR Department After job has been posted, the candidates who are interested contact the HR Department via mail, telephone or face to face. The candidates will include 29
HUMAN RESOURCE DEPARTMENT • People working within the same branch of Descon. • People working in some other branch of Descon. 4.1.2 Management’s View on the Resourcing Process The management of Descon holds that resourcing or internal recruitment is better: Because people not only seek a job at Descon but also find a prolonged career in the company, basically it is Project Company. 4.1.3 The Recruitment Process In Descon recruitment refers to external recruitment only that is people are hired from outside the firm. The recruitment process involves the following steps: • Internal unavailability of appropriate personal • Screening of Available Resumes 4.2 Sop for Clerical/ Labor Job Descon engineering is undertaking a major expansion in its capacity to provide comprehensive, multi discipline engineering services in petroleum oil and gas, power generation petrochemical and chemical industry sector for EPPC projects. It is project based organization. Descon is renowned of diverse offer of training and development measures. They provide state of art facilities to conduct internal or external training. These trainings covers development of fresh gradates, project managers, department heads, technical staff and potential leader. 4.3 Criteria for Officers Job 1) In charge Quality Assurance & Quality Control B.E (Mechanical / Metallurgy) with minimum 08 years of experience in the field of QA/QC, with at least 03 years as Head of a QA/QC team. The candidate should 30
HUMAN RESOURCE DEPARTMENT ideally have experience related to plant construction & Maintenance in Oil & Gas, Fertilizers, Power Plants and Petrochemicals Sector. 2) Incharge Production B.E Mechanical/Metallurgy with 10 years of experience in fabrication of Steel Structure, Boilers, Heat Exchangers and process equipment etc. 3) Site Managers (Mechanical, E & I) B.E/ M.E (Mechanical, Electrical) with 15-20 years of relevant experience. Able to lead the multi-discipline project team and responsible for the overall management of the project site to which assigned such that the contractual requirements and obligations are fulfilled, in accordance with drawings and specifications and all is completed within in safety goals set for construction, within budget, and within schedule. 4) Construction Managers (Mechanical, E&I) B.E Mechanical/Electrical having more then 10-15 years of experience of filed construction in mechanical works with proven leadership & entrepreneurial skills. Motivate construction team, Ensuring cost effectiveness and work progress to deliver the output as per schedule, Ensure implementation of Descon’s integrated project management systems and related procedures at the site. 5) Incharge Planning and FEDC (Civil, Mechanical, E&I) B.E Civil/Mechanical/Electrical with 10-15 years working experience on large mechanical construction projects (Oil& Gas, Petrochemicals etc)
The following lists advantages and disadvantages, when working with a HRM heart rate monitor in your daily training program.
Pros:
* Motivation enhancing factor (like having a training supervisor attached can be motivating).
* With the correct preceding guidance, you can train specifically within the optimal pulse zones on any given training day and training type.
* Helps the inexperienced not to over train.
* With the correct preceding guidance, the heart rate monitor can show the tempo rider the optimal work pulse. Both when training and in competition.
Cons:
* Too much data can ruin your focus and distract you from the important points, which are necessary to achieve top form based on your current level.
* You may become a rider/person who solely concentrates on the data. To have the ability to know which pulse rate you have in a situation without the use of a heart rate monitor is best, but is only granted the very experienced riders.
* Gradually as your level improves over a season your pulse zones will change. Therefore it demands that you adapt your pulse zones to your current level.
* Not suitable for training in groups.
* Distracting factor on the highways, which can result in accidents.
* Not suitable for use during competitions, which are not time trials or triathlon/duathlon
To train purposefully is one thing, but if it is not enjoyable during the process most people often run out of steam. Therefore you should not underestimate the importance of the heart rate monitors motivating factor. But having said this, the ideal situations is that you basically know yourself and your body so well that you can make up your own mind in any situation, if you need to train harder, train with a more easy going attitude or perhaps have a rest day. If everything really comes together, the person can feel several months before the goal what kind of training is required in order to get most out of the situation. It is exactly this ability that will only be an opportunity for the most experienced riders who have ridden for many years. The rider should also have a little flair, which is not an ability everyone possesses. A heart rate monitor would be helpful in everyday life for the vast majority, but you should consider what importance the above advantages and disadvantages have for you.
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