An Executive Summary of the HR Strategy Project

An Executive Summary of the HR Strategy Project

2

Summative Assessment: Strategies

David Leonard

University of Phoenix

ORG/535

Dennis Cashman

24 October, 2021

Summative Assessment: Strategies

An Executive Summary of the HR Strategy Project

Southwest Airlines Corporation is a leading aviation company in America. The aviation company has a paramount reputation in providing frequent, short-distance and relatively low-priced airline services to its potential clients. Southwest Airlines has a splendid mission of delivering high-quality services to its clients worldwide, including a sense of warmth and friendliness. The aviation corporation is a famous firm known for its superb human resource (HR) management and policy management (Chishty-Mujahid, 2017). Notably, the corporate culture ensures consistency within the workforce to better the organizational goals. Its distinctive culture and values enable it to stand firm among the global competitors. The human resource policy of recruitment chooses the optimal and competent candidates with innovativeness and suitable for the business industry. Strategically, the company employs talented candidates based on their unique attitudes and values for the aviation industry. Thus, these key aspects increased its sustainability and ensured a low worker turnover.

Current Strategies and Issues

Currently, Southwest Airlines is exceptionally known for its employee-driven policies. The organizational culture is sturdily instilled in the entire recruitment process. The workers are evaluated and scrutinized based on their attitude and merit. The company has been treating workers as a priority to make their potential clients happy and satisfied (Crane, & Hartwell, 2018). The aviation corporation strives to provide high-quality services to its customers, gaining a high competitive advantage. Operating at low costs is another strategy that Southern Airlines has applied in its management system. The aviation firm has consistently recorded history of low-cost operations despite the global pandemic. Indeed, it has concisely controlled the aviation market through such cost policies since many clients prefer high-quality and exceptional services. The COVID-19 pandemic is one of the current issues affecting the company. For instance, the corporation has adhered to the health guidelines limiting the number of passengers on board.

Strategy Type for The Southwest Airlines

The aviation company operates under various strategies. Typically, most of the strategies include employee-driven models and low-operational costs. According to Mr. Kelleher, the corporation co-founder, the firm’s paramount group incorporated the individuals who served it (Cote, 2018). Markedly, the corporation has an exceptional mission of placing its employees at their peak, accords them a priority, and recognizing them accordingly. In actuality, treating the workforce well has created a happy and conducive working environment for everyone attracting many clients and boosting the company’s financial success. Such a strategy has contributed to tremendous and optimal outcomes such as continual years of operations and profit-making. Again, the employee-driven approach has enabled the corporation to continue leading in having minimal customer complaints. The company has not recorded layoffs recently, and almost all employees treasure its operations (Dewan, 2015). By controlling its costs, the company continues operating under low-cost strategies enabling it to remain competitive in the global marketplace.

HRM Implications for The Southwest Airlines

One of the primary elements contributing to the efficacy of Southwest Airlines incorporates its efficient human resource management approach. According to the company’s Porter’s model, its generic system for competitive advantage warrants the attractiveness of its quality services towards its growth. Human resource management is based on low-costs, innovative strategies and high-quality operations. This makes the workforce pleased and satisfied (Asahi, & Murakami, 2017). The HRM implications encompass a happy staff, satisfied clients, and increased firm’s ranks by prioritizing their services. This makes the company famous for its HRM style, followed by T-Mobile and Goldman Sachs. Splendid treatment on employees has increased their happiness and comfortability in serving customers leading to minimal complaints. Such a good treatment contributes to exceptional service delivery, attracting more clients and increasing the total revenue (Chishty-Mujahid, 2017). Hence, the three HRM implications are sturdily correlated, making the company sustainable and globally renowned as the leading corporation in managing and treating employees and clients outstandingly.

Business Strategies for the HRM Implications

To foster a pleased staff, the corporate strategy involves integrating the team into its values and culture. Such a strong correlation aids the corporation in finding it easy and cost-effective when managing employees. To foster customer satisfaction, the firm utilizes an input-output model by treating its workers superbly better for them to treat the clients likewise. A pleased and grateful team will apparently offer the best services to the potential clients, increasing their satisfaction scores (Thomas, 2015). There is a need to understand that a happy and satisfied client is the cornerstone for every company’s success and sustainability. The other business approach linked to the rise in position or rank entails controlling the whole aviation marketplace. Notably, Southwest Airlines gladly enjoys the entire market process primarily through this approach. This makes it famous and attracts numerous customers globally, increasing its customer base.

Determining a Human Resource Strategy

The human resource approach is the company’s optimal strategy in managing people, which helps create a concrete alignment with its operation and services. It is imperative to note that the HR strategy incorporates central fields such as hiring, employee compensation, performance appraisal, and employee training programs. Thus, Southwest Airlines’ human resource approach is typically an employee-driven and aligned model (Dewan, 2015). Some of the vital activities within the organization encompass the employment of competent workers with the right attitudes and values. Such a role has numerous subsections such as employee training, employee compensation and career development. The company’s ranking and emphasis on the workers aid it guaranteeing a good client relationship, customer satisfaction and a conducive workplace contributing to happy services, sustainability and profitability.

References

Asahi, R., & Murakami, H. (2017). Effects of Southwest Airlines’ entry and airport dominance. Journal of Air Transport Management, 64, 86-90.

Chishty-Mujahid, N. (2017). Southwest airlines’ successful economistic, cost-leadership strategy examined in light of Paul Lawrence’s renewed Darwinian theory: an analysis. Journal of Global Business Insights, 2(2), 115-123.

Cote, R. (2018). Leadership Analysis: Southwest Airlines-Herb Kelleher, CEO. Journal of Leadership, Accountability & Ethics, 15(1).

Crane, B., & Hartwell, C. J. (2018). Developing employees’ mental complexity: Transformational leadership as a catalyst in employee development. Human Resource Development Review, 17(3), 234-257.

Dewan, N. (2015). A review of the literature Success story and leadership sort of Southwest Airlines. Global Journal of Research in Business & Management, 2(1), 92-95.

PLACE THE ORDER WITH US TODAY AND GET A PERFECT SCORE!!!