netrashetty
Netra Shetty
Continental Airlines (IATA: CO, ICAO: COA, Call sign: CONTINENTAL) is a major American airline based in Continental Center I in Downtown Houston, Texas. On October 1, 2010, the acquisition of Continental airlines by UAL Corporation (the parent company of United Airlines) was completed and on the same day UAL changed its name to United Continental Holdings, Inc. These airlines are in the process of merging their operations under the name United Airlines. During the integration period, both airlines will, for a time, run separate operations under direction of a combined leadership team of the new parent company based in Chicago.[5] The merger transaction is estimated to be worth (USD)$3.2 billion.[6][7]
At the time of its acquisition by United Continental Holdings, Inc., Continental was the fourth-largest airline in the US based on passenger-kilometers flown and the fifth largest in total passengers carried. Continental operates flights to destinations throughout the U.S., Canada, Latin America, Europe, and the Asia-Pacific regions. Principal operations are from its four hubs at Newark Liberty International Airport, George Bush Intercontinental Airport, Cleveland Hopkins International Airport and Antonio B. Won Pat International Airport in Guam.
According to Sims (2002), incorporating the top management’s goals to the HRM practices and policies will bring out and reward the types of behaviour necessary for achieving an organizations’ strategy. Effective HRM practices can enhance an organization’s competitive advantage by creating both leadership and differentiation. The HRM function focuses its activities on ways to help the organization achieve corporate goals like growing through recruiting and hiring employees, orienting and training them and making their initial and future job assignments. HRM contributions to a cost leadership strategy focus on recruiting and retaining employees who can work as efficient and productive as possible. HRM contributes to the successful use of differentiation strategy by recruiting and retaining employees who can perform high quality work and who can provide exemplary customer service (Sims 2002).
In order to become successful in achieving its goals and objectives, the management at Autoliv incorporated the organizational values and goals to the HR practices and policies. The result was the creation of strategic HR policies and practices that seek to align the contributions and efforts of the company’s human resources to the achievement of corporate goals. The HR practices and policies that were redesigned and redeveloped were:
• Criteria for evaluating candidates
3.2 Announcement of Positions
The Human resource department announces the open position and draft advertisements. The job descriptions are circulated to about 340 agencies, universities and organizations. The Hiring Unit has to bear the cost of all other advertising expenses.
3.2.1 Advertisements
Advertising is a prominent source to build a pool of Candidates:
• Print media – Newspapers: State, national or local; Other: specialist magazines/journals (See Appendix 8)
• Other media – radio, television
• Decisions must be made as to which media to use and how the advertisement should be designed to target suitable applicants
3.2.2 Online Advertisements
This refers to recruitment conducted online; taking advantage of ease of use and the wide audience that can be tapped into using the web (Dessler et al 2007)
4. Selection
“Selection is the process of choosing the best person for the job from the pool of applicants attracted during the recruitment process” (Dessler et al 2007, p.209). Paul Collins derived an impressive system of selecting a project manager for any given project for internal recruitment:
PROJECT MANAGER SELECTION PROJECT
ASSESSMENT MATRIX DATE:
MUST/WANT NAME NAME NAME
PROJECT MANAGEMENT SKILLS
LEADERSHIP OF TEAM M
COACH/MENTOR IN PM M
DEVELOP RESOURCE PLANS M
KNOWLEDGE OF PROJECT PROCESS M
TECHNICAL SKILLS
CHEMICAL PROCESS EXP. W
ENGINEERING BACKGROUND M
PERSONAL SKILLS
VERBAL COMMUNICATIONS W
CONFLICT RESOLUTION/DIPLOMACY M
STRONG TEAM PLAYER W
BUSINESS SKILLS
STRATEGIC THINKER M
ABILITY TO SERVE AS CUSTOMER M
BUSINESS CASE DEVELOPMENT W
SCORING FOR WANTS 1= No skill/experience 3= Average
2= Little skill/experience 4= Above Average
5= Exceptional
SCORING FOR MUSTS Either YES or NO
Table 1. - Source - Collins 1998
This table is quite helpful as it takes into consideration an integrated and comprehensive outlook regarding project manager aspirants. It also includes scope for the involvement of a selection precedent that is considered appropriate to a particular project. Scores are assigned to each candidate based on their capabilities, and if two aspirants obtain similar or even close enough scores, the final outcome would be based on which of the two is more readily available. Collins states, "the process focuses on the premise that a successful project manager must master two primary skill sets: the project manager's technical skills and leadership skills” (Collins 1998). The logic behind such a calculated but decisive selection process is to successfully unite the recruitment process with the enterprising techniques of the establishment so as to help increase its efficiency (Stone 2005, p. 211)
4.1 Receiving complete Application/Resume and begin the Review Process
Applicants are accepted or rejected on the basis of their qualifications and experience in the field of engineering management. The criterion for selection is determined before the actual screening takes place. Once the screening is complete using the criteria of performance and experience, the Hiring Unit interviews at least three applicants.
At the time of its acquisition by United Continental Holdings, Inc., Continental was the fourth-largest airline in the US based on passenger-kilometers flown and the fifth largest in total passengers carried. Continental operates flights to destinations throughout the U.S., Canada, Latin America, Europe, and the Asia-Pacific regions. Principal operations are from its four hubs at Newark Liberty International Airport, George Bush Intercontinental Airport, Cleveland Hopkins International Airport and Antonio B. Won Pat International Airport in Guam.
According to Sims (2002), incorporating the top management’s goals to the HRM practices and policies will bring out and reward the types of behaviour necessary for achieving an organizations’ strategy. Effective HRM practices can enhance an organization’s competitive advantage by creating both leadership and differentiation. The HRM function focuses its activities on ways to help the organization achieve corporate goals like growing through recruiting and hiring employees, orienting and training them and making their initial and future job assignments. HRM contributions to a cost leadership strategy focus on recruiting and retaining employees who can work as efficient and productive as possible. HRM contributes to the successful use of differentiation strategy by recruiting and retaining employees who can perform high quality work and who can provide exemplary customer service (Sims 2002).
In order to become successful in achieving its goals and objectives, the management at Autoliv incorporated the organizational values and goals to the HR practices and policies. The result was the creation of strategic HR policies and practices that seek to align the contributions and efforts of the company’s human resources to the achievement of corporate goals. The HR practices and policies that were redesigned and redeveloped were:
• Criteria for evaluating candidates
3.2 Announcement of Positions
The Human resource department announces the open position and draft advertisements. The job descriptions are circulated to about 340 agencies, universities and organizations. The Hiring Unit has to bear the cost of all other advertising expenses.
3.2.1 Advertisements
Advertising is a prominent source to build a pool of Candidates:
• Print media – Newspapers: State, national or local; Other: specialist magazines/journals (See Appendix 8)
• Other media – radio, television
• Decisions must be made as to which media to use and how the advertisement should be designed to target suitable applicants
3.2.2 Online Advertisements
This refers to recruitment conducted online; taking advantage of ease of use and the wide audience that can be tapped into using the web (Dessler et al 2007)
4. Selection
“Selection is the process of choosing the best person for the job from the pool of applicants attracted during the recruitment process” (Dessler et al 2007, p.209). Paul Collins derived an impressive system of selecting a project manager for any given project for internal recruitment:
PROJECT MANAGER SELECTION PROJECT
ASSESSMENT MATRIX DATE:
MUST/WANT NAME NAME NAME
PROJECT MANAGEMENT SKILLS
LEADERSHIP OF TEAM M
COACH/MENTOR IN PM M
DEVELOP RESOURCE PLANS M
KNOWLEDGE OF PROJECT PROCESS M
TECHNICAL SKILLS
CHEMICAL PROCESS EXP. W
ENGINEERING BACKGROUND M
PERSONAL SKILLS
VERBAL COMMUNICATIONS W
CONFLICT RESOLUTION/DIPLOMACY M
STRONG TEAM PLAYER W
BUSINESS SKILLS
STRATEGIC THINKER M
ABILITY TO SERVE AS CUSTOMER M
BUSINESS CASE DEVELOPMENT W
SCORING FOR WANTS 1= No skill/experience 3= Average
2= Little skill/experience 4= Above Average
5= Exceptional
SCORING FOR MUSTS Either YES or NO
Table 1. - Source - Collins 1998
This table is quite helpful as it takes into consideration an integrated and comprehensive outlook regarding project manager aspirants. It also includes scope for the involvement of a selection precedent that is considered appropriate to a particular project. Scores are assigned to each candidate based on their capabilities, and if two aspirants obtain similar or even close enough scores, the final outcome would be based on which of the two is more readily available. Collins states, "the process focuses on the premise that a successful project manager must master two primary skill sets: the project manager's technical skills and leadership skills” (Collins 1998). The logic behind such a calculated but decisive selection process is to successfully unite the recruitment process with the enterprising techniques of the establishment so as to help increase its efficiency (Stone 2005, p. 211)
4.1 Receiving complete Application/Resume and begin the Review Process
Applicants are accepted or rejected on the basis of their qualifications and experience in the field of engineering management. The criterion for selection is determined before the actual screening takes place. Once the screening is complete using the criteria of performance and experience, the Hiring Unit interviews at least three applicants.
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