Human Resource Strategy

Human Resource Strategy

An executive summary of the HR strategy project

Southwest Airlines is a leading carrier due to its HR strategies. The company’s culture enables employees to work vibrantly and wholeheartedly. However, various implications, such as shortage of pilots, maintaining this vibrant culture and ensuring that top-notch customer service impacts the organization. The main business strategy that conforms to the carrier’s model is differentiation. The company should also include an open-door policy that allows open communication to handle the three main implications and retain the leading position in the industry.

An analysis of current strategies and issues

Communication is a critical aspect within every organization as it facilitates the exchange and sharing of information (Neely & Mosley, 2018). Southwest Airlines holds a good reputation as far as human relations are concerned. The airline has risen through the ranks to the top as one organization with a unique and fruitful competitive advantage through its workforce. Julie Weber explains that the employee experience is fulfilling for Southwest Airlines’ staff. The employees have been the organization’s priority. The company seeks permanent instead of temporary employees. However, the company must constantly evolve the employees’ experience to avoid losing the highly involved workforce. The main challenge is connected to the increasing needs of employees as the carrier grows. This challenge presents a need for open and efficient communication as part of the human resources strategy. The communication should revolve around the company’s vision and mission statements. This HR strategy should be accompanied by an open-door policy that encourages employees to always raise concerns with the managers.

Identify the type of strategy Southwest Airlines is following.

Southwest Airlines credits its success to the workforce. The people department, alongside the management, allows employees to gain immense autonomy to ensure that clients get the services they need. Theirs is not only service delivery. Instead, the company’s culture encourages positive, happy, and jovial work environments. The company has less staff and the least turnaround period (15 minutes) in comparison to other carriers (35 minutes). The few staff ensure that they carry out all required activities to facilitate the short turnaround period (Tomasian, 2019). Besides, the carrier encourages employees to ‘break the rules where necessary, citing a relaxed work environment. Employees are important to the organization. The hiring strategy ensures that the employees’ attitudes fit with its culture. Other aspects, such as additional skills and knowledge, come second after aligning the employees’ inborn aspects to the culture of the company. Employee autonomy and enabling employee couture have facilitated the company’s success thus far.

3 HRM implications for Southwest Airlines (such as pilot shortages, maintaining the culture, maintaining top-notch customer service, etc.)

Despite the remarkable success that Southwest Airlines has recorded over the years, the company also faces certain challenges that are related to its HRM practices and strategies. Firstly, the maintenance of notch customer service is one of the main challenges. Southwest Airlines is grappling with issues related to the poor handling of baggage. The Federal Aviation Authority (FAA) has been investigating this practice’s safety issues. This unacceptable practice has been continuing for a year, compromising the safety of passengers (Reed, 2019). Overall, the practice highly compromises the carrier’s service level. Factors that have been affecting customer service levels include flight delays and cancellations that have resulted from maintenance schedules and the cold weather. Most importantly, the airline is experiencing negative public relations due to these issues.

The global shortage of pilots has also affected Southwest Airlines. The company requires about 500 pilots by 2023 to meet its plans for expansion (Gollan, 2019). The increasing number of routes needs the carrier to employ more pilots. The number of retiring pilots has also risen, leading to a dire situation. Most importantly, the change that is required for the maintenance of vibrant company culture is also challenging. The leaders are aware of their staff’s value and the effort required to retain the enabling culture.

Develop and justify business strategies for each of the 3 HRM implications.

The safety of employees and clients is critical for the airline’s continued success. A differentiation strategy is ideal for the company’s unique advantage. Training staff on the safety protocols related to baggage weighing and stacking is one way to develop a differentiating aspect. Continuous training of all staff members is important in ensuring that the employees are aware of the regulations and risks that are related to baggage handling. The strategy also offers a chance to improve awareness among staff and their service delivery processes. The strategy should also provide a solution for the shortage of pilots. While training pilots may be tasking, the airline can set up a flight school as a long-term solution to hiring. Opening a flight school is a complex training element that requires infrastructure and instructors. The school can target individuals who wish to return to work but have prior experience in flying. These will provide additional unique advantages.

Determine an HR strategy.

An open-door policy is important in maintaining open communication. This strategy is a solution to maintaining a vibrant culture, implementing the differentiation aspects that emphasize training. Communication is critical in seeking employees’ opinions regarding the company’s activities. Open communication will reinforce the company’s mission and vision statements and welcome the employees’ opinions (Neely & Mosley, 2018). The carrier’s leaders recognize this strategy as a solution to avoid the loss of its workforce.

References

Gollan, D. (2019). Facing An Industry Pilot Shortage, Southwest Airlines And Jet Linx Aviation Have A Plan For That. Forbes. Retrieved from https://www.forbes.com/sites/douggollan/2019/08/01/facing-an-industry-pilot-shortage-southwest-airlines-and-jet-linx-aviation-have-a-plan-for-that/?sh=369b18131d0b

Neely, P. R., & Mosley, M. (2018). Communication Problems in Management. International Journal of Research-Granthaalayah, 6(9), 34-40.

Reed, D. (2019). As It Approaches 50, Southwest Is Dealing With Mature Airlines’ Kind Of Problems. Forbes.

Tomasian, B. (2019). Southwest Airlines Flies to the Top of the 2019 Workforce 100.

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Competency 3 People And Organizations

You’ve been told that the HR Director is pleased with the work you’ve completed for the organization and would like to take your contribution to the next level. She’d like you to review several strategic reports on the organization and provide feedback on how you think Southwest HR should move forward.

Review the recommended sources in addition to your own research

Compile a strategy recommendation to the HR Director to be used for company-wide decisions.  Include the following information in your report: