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The recruitment and selection process must follow a series of steps (Ivancevich & Glueck, 1986). Employees should be hired based on their skills, knowledge, and abilities (Kubr, 1992). Their aptitudes must match the requirements of each job, regardless of the minority they represent. Halloran, J. (1986). Personnel and Human Resource Management. Prentice-Hall Inc., Englewood Cliffs. Retrieved February 6, 2010.
HR outsourcing is an option that Continental Airlines should take into consideration. The main reason for outsourcing is represented by cost savings. Given the fact that customers demand higher quality for the services they purchase and more benefits, companies are forced to cut costs in areas like human resources. Aside from this, practice has shown that many companies apply off-shoring as a method of personnel recruitment and selection. The advantages of off-shoring include: lower wage costs, increased quality of service, focus on core competencies, increasing the speed of the process cycle, access to technology and infrastructure, and other cost reductions (Dickmann, Brewster & Sparrow, 2008).
In the case of a company like Continental Airlines, it is recommended to implement a transformational leadership style rather than a transactional one. This would lead to a better relationship with employees in a multicultural environment. Such an approach is intended to lead to increased motivation and performance of employees.
One of the most important trends that affect companies' IHRM activity refers to the impact of international business ethics. A series of companies have difficulties in determining their HR approach in an international environment. There are mainly three variants that these companies can follow: ethical relativism, ethical absolutism, and ethical universalism (Dowling, Festing & Engle, 2008).
Reference list:
1. Dowling, P.J., Festing, M. & Engle, A. (2008). International Human Resources Management. Thomson Learning, Fifth Edition. Retrieved February 6, 2010 from http://books.google.ro/books?id=LVG2BUQs_ygC&pg=PA293&lpg=PA293&dq=ihrm&source=bl&ots=Bll6xQyEh1&sig=pBn0U1Q4eFi6ZCND9Lnby5BurWo&hl=ro&ei=HFptS6WWMZrimgPjoJSYBQ&sa=X&oi=book_result&ct=result&resnum=3&ved=0CBUQ6AEwAg#.
3. Milkovich, G.T. & Boudreau, J.W. (1991). Human Resource Management. Irwin, Boston, Sixth Edition. Retrieved February 6, 2010.
4. Lloyd, G.R. et al. (1987). Economics of Labor. Prentice-Hall Inc., Englewood Cliffs. Retrieved February 6, 2010.
5. Klatt, A.L. et al. (1985). Human Resource Management. Charles E. Merrill Publishing. Retrieved February 6, 2010.
6. Kubr, M. (1992). Management Consulting. Retrieved February 6, 2010.
7. Ivancevich, J.M. & Glueck, F.W. (1986). Foundations of Personnel/Human Resource Management. Business Publications Inc. Retrieved February 6, 2010.
8. Fisher, D.C. et al. (1996). Human Resource Management. Houghton Mifflin Company, Boston. Retrieved February 6, 2010.
9. Heneman, H.G. et al. (1989). Personnel/Human Resource Management. Fourth Edition Irwin, Boston. Retrieved February 6, 2010.
10. Cherrington, D.J. (1991). The Management of Human Resources. Allyn and Bacon, Boston. Retrieved February 6, 2010.
11. Byars, L.L. & Rue, L.W. (1987). Human Resource Management. Edition Homewood Irwin. Retrieved February 6, 2010.
12. Gibson, J.L. et al. (1988). Organizations. Business Publications Inc. Retrieved February 6, 2010.
13. Dickmann, M., Brewster, C. & Sparrow, P. (2008). International Human Resource Management: A European Perspective. Routledge. Retrieved February 8, 2010 from http://books.google.ro/books?id=Cd17cnbv4UcC&pg=PA48&lpg=PA48&dq=ihrm+transactional+to+transformational+approach&source=bl&ots=B2zZc9x51_&sig=JL6LRpVpTUOEOt_p0Kk79eGGJvQ&hl=ro&ei=9UpwS-wZmuKaA7CilJgF&sa=X&oi=book_result&ct=result&resnum=4&ved=0CBcQ6AEwAw#v=onepage&q=&f=false.
Reference list:
1. Dowling, P.J., Festing, M. & Engle, A. (2008). International Human Resources Management. Thomson Learning, Fifth Edition. Retrieved February 6, 2010 from http://books.google.ro/books?id=LVG2BUQs_ygC&pg=PA293&lpg=PA293&dq=ihrm&source=bl&ots=Bll6xQyEh1&sig=pBn0U1Q4eFi6ZCND9Lnby5BurWo&hl=ro&ei=HFptS6WWMZrimgPjoJSYBQ&sa=X&oi=book_result&ct=result&resnum=3&ved=0CBUQ6AEwAg#.
2. Halloran, J. (1986). Personnel and Human Resource Management. Prentice-Hall Inc., Englewood Cliffs. Retrieved February 6, 2010.
3. Milkovich, G.T. & Boudreau, J.W. (1991). Human Resource Management. Irwin, Boston, Sixth Edition. Retrieved February 6, 2010.
4. Lloyd, G.R. et al. (1987). Economics of Labor. Prentice-Hall Inc., Englewood Cliffs. Retrieved February 6, 2010.
13. Dickmann, M., Brewster, C. & Sparrow, P. (2008). International Human Resource Management: A European Perspective. Routledge. Retrieved February 8, 2010 from http://books.google.ro/books?id=Cd17cnbv4UcC&pg=PA48&lpg=PA48&dq=ihrm+transactional+to+transformational+approach&source=bl&ots=B2zZc9x51_&sig=JL6LRpVpTUOEOt_p0Kk79eGGJvQ&hl=ro&ei=9UpwS-wZmuKaA7CilJgF&sa=X&oi=book_result&ct=result&resnum=4&ved=0CBcQ6AEwAw#v=onepage&q=&f=false.
Continental When we are discussing the airline industry and the companies involved here, we need to differentiate between two periods: before the attacks of 11th of September 2001 and after the attacks, because the changes in the economic, social and political environment were so tremendous that they have changed everything radically, both in perceptions and in actions. Before September 2001, Continental had had a troubled period during the 80s and at
Instead, by using such technology as the IBM program, the airline is able to become "more flexible and adaptive while focusing on their core business." This idea of outsourcing is not unique to the airline industry and often times does not necessarily mean outsourcing to a computer program. Many of the airline industry's traditional jobs are now being outsourced to private companies. For example, such services as food services, maintenance
That is primarily due to the spirit of teamwork the company instills on human workforce. Another reason for success in this regard is the maintenance of certain rules and principles followed by everyone: the CEO, Vice-Presidents, pilots, flight attendants, and receptionists. For example, flight attendants do not necessarily wait until people from a specific department come in and clean up the plane seats; they do the task on their
American Airlines: Analysis and Discussion American Airlines History (adopted from American Airlines, 2011) American Airlines was formed in 1934 through the consolidated act of American Airways Inc. And several airline subsidiaries that had been acquired by the Aviation Corporation between 1929 and 1930. Cyrus Smith Rowlett was elected president -- a position he held until his appointment as U.S. Secretary of Commerce in 1968. By 1940, American had become the leading domestic carrier
" (Knorr and Eisenkopf, 2004) the fifth and final strength identified for Emirates Airline in the work of Knorr and Eisenkopf (2004) is stated to be the Emirates "...award-winning service in all classes, which is matched or exceeded only by very few other carriers such as Singapore Airlines. Sixth, clever marketing - for example, Emirates, not Lufthansa - was named official carrier of the 2006 FIFA World Cup hosted by
Southwest Airlines Organizational Profile Southwest Airlines is a discount airline in the United States, and is one of the industry leaders as the #3 in market share (Portillo, 2012). The company has a large network of flights around the U.S. Recently, it is has turned its back on the discount carrier model and begun to price more in line with industry norms (Martin, 2013). The company faces the same supply chain issues