abhishreshthaa
Abhijeet S
US Airways, Inc. is a major airline based in the United States. The airline is an operating unit of US Airways Group and is the 6th airline by traffic and 8th by market value in the country.[1] US Airways operates major hubs in Charlotte, Phoenix and Philadelphia and maintains focus city operations at Ronald Reagan Washington National Airport.[2]
A member of the Star Alliance, the airline has a fleet of 347 mainline jet aircraft and 319 regional jet and turbo-prop aircraft connecting 200 destinations in North America, South America, Europe and the Middle East.
The airline was acquired by America West Airlines in 2005, with the new airline retaining the US Airways name. The name choice was based on studies indicating that the US Airways name had better brand recognition worldwide than the America West name. Despite better name recognition, US Airways consistently ranks at the bottom of customer service surveys.[3] US Airways has become a "discount" carrier compared with the remaining historic mainline companies (Delta Air Lines, United Airlines, American Airlines) and has made decisions to transfer flights from larger capacity, super-hub airports like Pittsburgh International Airport to smaller, mid-sized airports with lower capacity like Charlotte Douglas International Airport. Some of these decisions in cost-cutting and down-sizing, along with outsourcing call centers for customer care,[4] help explain why the carrier ranks so low in quality.[5] Smaller airports cannot maintain service levels that the larger super-hub design terminals allow, sending passengers through limited space. The airline has had consistent monetary problems, which have cut funding for employee pay and salaries and overall service.[6] According to the reputable service ranking firm JD Power, this has led to US Airways having the lowest ranked customer satisfaction out of the traditional carriers.[7] The full satisfaction survey continues to state the following about US Airways: "below average staff, air crafts, reservations, check-in experience, and deals." Despite US Airways' huge challenges, the airline has remained in business as other companies have either been merged under larger brands or ceased to exist.
The role of the HRD is to be able to ensure that the supervision of the workers will be based on the company culture and their goals for future improvement and continued development. This was discussed by (1996) wherein they reminded the readers that human resources must expect behaviour, personality, and social roles to play important parts. It helped in shaping the workforce within the company and overall influencing the company to work towards their vision. It is through this that the HRD has their own power over the company and must integrate the goals of the company in their philosophy. Another concern that the authors tackled is the lack of measuring unit for the literatures of human resource management. It was maintained that there is a need for more researches conducted for the sake of having more studies that will ensure the solidification of the models that can be used for the study.
3. Developing Business Managers:
To reduce silo thinking and develop “Business Managers” they create more awareness and appreciation about how various functions contribute to the overall objectives of the company. This will support efforts for enabling people to understand the impact of their role on other functions and overall business.
T&D will provide a platform to get one/two day’s courses organized each year. e.g.
· CORA Appreciation
· Leaf Appreciation
· Language of finance for non-finance managers
· Winning through consumer focus
· HR processes
· Product knowledge
· Management Development Courses etc
1. Cross-functional moves
2. Cross-functional project teams.
4. Re-Engineering the Human Capital (Attitudinal Change):
Focus on individual to inspire them and provide them with tools to pursue personal excellence without getting bogged down through self-imposed limitation in thinking and actions. Supporting people to learn from mistakes in pursuit of business excellence. Encourage people to think differently.
5. Performance Appraisal and Development Activities:
Encourage managers to read “Accelerating Growth” on the intranet to self learn the new process. Drive to transfer the ownership for learning and development to individuals –no spoon-feeding .train managers on “Self Service” .top team to fully subscribe to the philosophy and encourage the managers to use the new tool as a “Business Tool” instead of “HR Tool”.
6. Learning And Knowledge Management:
To nurture an environment where all people are allowed and encouraged to develop themselves and give willingly their very best without fear. Provide the necessary platform to develop and inspire individuals and teams to share rapidly and effectively their knowledge /success and failure to enhance team potential and competence. Develop a system for knowledge management and resource allocation in the form of personnel to facilitate. Learning resource center to cater for the self-learning opportunities e.g., e-based training.
7. Reduce Emphasis On Training Only Approach:
Create an understanding that “Training Only “would not be sufficient to develop people and that other development opportunities should be identified and agreed by the individuals and line managers e.g.,
· On the job development
· Special projects
· Short-term assignments
· Short-term attachments with other functions/sections
· Cross –functional projects / teams etc.
8. Benchmarking:
Conducted benchmarking of Training & Development activities with other multinationals within Pakistan and with other regional companies.
9. Attracting the Best Talent:
To recruit management trainees in Marketing, Finance, IT and HR, PTC mainly rely on MBA’s graduating from local institutions, barring a few students returning home after qualifying from foreign universities.
Well-managed internship program will help to “catch them young” rather than waiting for the graduating students up to the last moment. Involvement with the students joining the professional institutions starting first year they join.
Role of HRM
Ahead of roles as Record Keeper & Administrator
Goals productivity and value added services
A seat at Strategic Table
Responsibilities Of HRM
Developing a well defined culture of the organization
Designing the organizational structure & roles of employees
Formulating staffing needs to achieve development strategies
Formulating Performance management strategies
Designing a proper strategy to motivate & reward employees.
Personnel Planning
Not in practice in very formalized form
Not needed as business is neither changing nor expanding
Termed as “Manning”
No. Of employees to be working in specified year
HR works towards maintaining this number
Recruitment
Pillar in HR responsibilities
EEO compliance
1st step: job analysis
Complete and formal job analysis for each position
Analysis information is provided by the concerned department supervisor and head
Observation & interviews are the sources
Job Analysis Sample
Job Analysis
Job title
Department
Reporting person
Job summary
duties and responsibilities
Internal RECRUITMENT
Is in Practice
Methods Used
Job Posting
Rehiring
No Succession Planning
External Recruitment
Is in Practice
Methods used
Walk In’s
Thursday walk in interviews
Most Popular
Referrals
industry of contacts and referrals
Preferred
Advertisements
Least Used
Only for Key positions
Internships
A member of the Star Alliance, the airline has a fleet of 347 mainline jet aircraft and 319 regional jet and turbo-prop aircraft connecting 200 destinations in North America, South America, Europe and the Middle East.
The airline was acquired by America West Airlines in 2005, with the new airline retaining the US Airways name. The name choice was based on studies indicating that the US Airways name had better brand recognition worldwide than the America West name. Despite better name recognition, US Airways consistently ranks at the bottom of customer service surveys.[3] US Airways has become a "discount" carrier compared with the remaining historic mainline companies (Delta Air Lines, United Airlines, American Airlines) and has made decisions to transfer flights from larger capacity, super-hub airports like Pittsburgh International Airport to smaller, mid-sized airports with lower capacity like Charlotte Douglas International Airport. Some of these decisions in cost-cutting and down-sizing, along with outsourcing call centers for customer care,[4] help explain why the carrier ranks so low in quality.[5] Smaller airports cannot maintain service levels that the larger super-hub design terminals allow, sending passengers through limited space. The airline has had consistent monetary problems, which have cut funding for employee pay and salaries and overall service.[6] According to the reputable service ranking firm JD Power, this has led to US Airways having the lowest ranked customer satisfaction out of the traditional carriers.[7] The full satisfaction survey continues to state the following about US Airways: "below average staff, air crafts, reservations, check-in experience, and deals." Despite US Airways' huge challenges, the airline has remained in business as other companies have either been merged under larger brands or ceased to exist.
The role of the HRD is to be able to ensure that the supervision of the workers will be based on the company culture and their goals for future improvement and continued development. This was discussed by (1996) wherein they reminded the readers that human resources must expect behaviour, personality, and social roles to play important parts. It helped in shaping the workforce within the company and overall influencing the company to work towards their vision. It is through this that the HRD has their own power over the company and must integrate the goals of the company in their philosophy. Another concern that the authors tackled is the lack of measuring unit for the literatures of human resource management. It was maintained that there is a need for more researches conducted for the sake of having more studies that will ensure the solidification of the models that can be used for the study.
3. Developing Business Managers:
To reduce silo thinking and develop “Business Managers” they create more awareness and appreciation about how various functions contribute to the overall objectives of the company. This will support efforts for enabling people to understand the impact of their role on other functions and overall business.
T&D will provide a platform to get one/two day’s courses organized each year. e.g.
· CORA Appreciation
· Leaf Appreciation
· Language of finance for non-finance managers
· Winning through consumer focus
· HR processes
· Product knowledge
· Management Development Courses etc
1. Cross-functional moves
2. Cross-functional project teams.
4. Re-Engineering the Human Capital (Attitudinal Change):
Focus on individual to inspire them and provide them with tools to pursue personal excellence without getting bogged down through self-imposed limitation in thinking and actions. Supporting people to learn from mistakes in pursuit of business excellence. Encourage people to think differently.
5. Performance Appraisal and Development Activities:
Encourage managers to read “Accelerating Growth” on the intranet to self learn the new process. Drive to transfer the ownership for learning and development to individuals –no spoon-feeding .train managers on “Self Service” .top team to fully subscribe to the philosophy and encourage the managers to use the new tool as a “Business Tool” instead of “HR Tool”.
6. Learning And Knowledge Management:
To nurture an environment where all people are allowed and encouraged to develop themselves and give willingly their very best without fear. Provide the necessary platform to develop and inspire individuals and teams to share rapidly and effectively their knowledge /success and failure to enhance team potential and competence. Develop a system for knowledge management and resource allocation in the form of personnel to facilitate. Learning resource center to cater for the self-learning opportunities e.g., e-based training.
7. Reduce Emphasis On Training Only Approach:
Create an understanding that “Training Only “would not be sufficient to develop people and that other development opportunities should be identified and agreed by the individuals and line managers e.g.,
· On the job development
· Special projects
· Short-term assignments
· Short-term attachments with other functions/sections
· Cross –functional projects / teams etc.
8. Benchmarking:
Conducted benchmarking of Training & Development activities with other multinationals within Pakistan and with other regional companies.
9. Attracting the Best Talent:
To recruit management trainees in Marketing, Finance, IT and HR, PTC mainly rely on MBA’s graduating from local institutions, barring a few students returning home after qualifying from foreign universities.
Well-managed internship program will help to “catch them young” rather than waiting for the graduating students up to the last moment. Involvement with the students joining the professional institutions starting first year they join.
Role of HRM
Ahead of roles as Record Keeper & Administrator
Goals productivity and value added services
A seat at Strategic Table
Responsibilities Of HRM
Developing a well defined culture of the organization
Designing the organizational structure & roles of employees
Formulating staffing needs to achieve development strategies
Formulating Performance management strategies
Designing a proper strategy to motivate & reward employees.
Personnel Planning
Not in practice in very formalized form
Not needed as business is neither changing nor expanding
Termed as “Manning”
No. Of employees to be working in specified year
HR works towards maintaining this number
Recruitment
Pillar in HR responsibilities
EEO compliance
1st step: job analysis
Complete and formal job analysis for each position
Analysis information is provided by the concerned department supervisor and head
Observation & interviews are the sources
Job Analysis Sample
Job Analysis
Job title
Department
Reporting person
Job summary
duties and responsibilities
Internal RECRUITMENT
Is in Practice
Methods Used
Job Posting
Rehiring
No Succession Planning
External Recruitment
Is in Practice
Methods used
Walk In’s
Thursday walk in interviews
Most Popular
Referrals
industry of contacts and referrals
Preferred
Advertisements
Least Used
Only for Key positions
Internships
Last edited: