10.1-2-1-A-Peck

docx

School

University of Phoenix *

*We aren’t endorsed by this school

Course

535

Subject

Management

Date

Apr 3, 2024

Type

docx

Pages

Uploaded by uspeckken

ORGCB/535: People And Organizations Competency 1 – Overview and Assessment Information Assessment Information Southwest Airlines is a well-known company featured in our textbook. Throughout the course, you will take on the fictional role of an intern at Southwest Airlines Human Resources. You will utilize the textbook and other professional resources to complete your assessments. Your first weeks on the job are filled with learning the ins and outs of Human Resources and the industry. Your manager informs you that one of your projects is to assist with a new HR strategy for the company. This strategy is broken down into 3 parts that you’ll work on throughout the course. They are:  Examining current practices  Talent recruitment and selection  Strategy recommendation Your first task for this competency assessment is to examine Southwest’s current HR practices, as reported in public sources. Download and Review the Rubric! Download and save the Competency 1 Assessment Rubric and use it as a guide when completing your assessment. Assessment Directions Examine Southwest’s current HR practices, as reported in public sources. Download the HR Design Decisions worksheet . Assessment Details Complete the worksheet with your review and rationale of the elements listed below to decide where Southwest Airlines’ HR practices fall.  Employees as expenses vs. employees as assets  Compensation below market, above market, or competitive  Spontaneous training and development or planned training and development  Specific job descriptions or general job descriptions  External or internal recruitment, or both

Competency 1: Competency Assessment – HR Design Decisions ORGCB/535 v1 Page 2 of 7  Limited socialization of new employees or extensive socialization  Collective bargaining or individual bargaining Support the analysis with evidence from sources on the web. Possible sources for information include but are not limited to:  Organization website and associated websites  Websites that specialize in company reviews and job postings  Magazine and journal articles from the Internet or University Library Submit your assignment.

Competency 1: Competency Assessment – HR Design Decisions ORGCB/535 v1 Page 3 of 7 Competency 1: Competency Assessment – HR Design Decisions Instructions For each of these 7 HR design decisions, check the box for the choice that most matches where you think Southwest Human Resources falls. While the organization likely does not fall cleanly into one or the other extreme, pick the one that it more clearly resembles. Then, in the right-hand column, evaluate how well that choice works. Items to consider, but not limited to, in your analysis include: ● The impact on company performance of the approach ● Effectiveness of the approach ● The impact on employee morale and engagement of the approach ● Alignment with the strategy of the approach Design Decisions Choices Analysis of how well each choice works View of employees Southwest views their employees as assets. They consistently have ranked in the Workforce 100 list of best HR practices (Tomasian, 2019, para. 2). Southwest’s view of employees as assets is very effective as an HR decision, and can be seen in their employee turnover rate of only 9.5% in 2022 (Southwest, 2023, Pg 30). This is well below the average business turnover rate in the United States of 17.3% in 2022 (Mercer, 2023, para. 4). Evidence of Southwest’s view of their employees as assets can be seen in their company culture. Southwest views their employees as the base of their business and makes an effort to invest in their employees’ well being (Southwest, 2023). Southwest prioritizes recognizing their employees’ accomplishments and milestones, creating a culture of support and inclusion. Southwest’s treatment of their employees is in alignment with their People first culture. Their employees feel valued which strengthens their culture of caring, and in turn helps employees to Employees as expenses Employees as assets ●

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

Competency 1: Competency Assessment – HR Design Decisions ORGCB/535 v1 Page 4 of 7 provide “Next-Level Hospitality” to their customers. Compensation Southwest Airlines offers competitive compensation to their employees in comparison with the national average. In their 2022 One Report, Southwest reported that their salaries are aligned with the external market (Southwest, 2023, Pg 101). They report that “Having a stable, well-paid workforce can positively impact the economies of the communities' where our Employees live and work.” By paying a competitive wage, Southwest is able to attract and retain quality employees that align with their mission of providing customers with “Next-Level Hospitality.” Below market Competitive ● Above market Training and Development While Southwest does provide their employees with spontaneous training, the majority of their training and development methods are planned. Per Southwest’s 2022 One Report, they provide their employees with “various training and curriculum options such as classroom training, distance learning, on-the-job training, mentoring, and blended learning (Southwest, 2023, Pg 104).” Southwest also provides continued training for employees who want to further their career with their company. By providing continued training for their employees, Southwest further invests in their staff and recognizes their value, increasing company morale. Julie Weber, vice president and chief people officer at Southwest Airlines has said, “Our belief is that happy employees make for happy customers, which make for happy shareholders.” (Tomasian, 2019, para. 6) Spontaneous Planned ● Job Descriptions Southwest Airlines provides specific job descriptions (Southwest, 2023) for prospective employees. By providing job applicants with specific job descriptions, new hires have an understanding of what they are applying for, allowing Southwest to invest their time and money into employees who are committed to Specific ● General

Competency 1: Competency Assessment – HR Design Decisions ORGCB/535 v1 Page 5 of 7 their position. Southwest’s Training Team focuses on efficiency (Southwest, 2023) when training their employees, which can be seen in their specific training of each employee for their respective job. Specific job descriptions and training are in alignment with Southwest’s cost strategy, providing low-cost air travel to their customers (Southwest, 2023, Pg 112). Recruitment Historically, Southwest has focused its efforts on recruiting externally, but in recent years they have started implementing some of their external recruiting practices on promoting internal employees as well. They have created a career mobility team where employees can receive help polishing up their resumes and learn more about successful interviewing. Per the American Opportunity Index (2022), “Southwest also has an internal university that teaches soft skills to prepare prospective managers and leaders, and other skill sets for all levels of employees.” (para. 8). These resources allow employees to feel supported by their employer which in turn improves company culture and morale. External Mixed ● Internal Onboarding – Socialization of new employees Southwest provides extensive socialization of new employees in their organization. An example of this can be seen in their Mentorship Program (Southwest, 2023, Pg 137). In the Mentorship Program, an employee can choose a specific focus and be paired with another Southwest employee for six months to learn new aspects of the business and grow their careers. In addition to providing employees with more career opportunities, the Mentorship Program also gives employees “a unique opportunity to learn from one another and build new relationships.” Limited Extensive ● Bargaining According to Southwest’s 2022 One Report, about 83% of its workforce is represented by labor unions as of December 31, 2022 (Southwest, 2023, Pg 105). They report that “the The Railway Labor Act (LA) establishes the Collective Individual

Competency 1: Competency Assessment – HR Design Decisions ORGCB/535 v1 Page 6 of 7 ● right of our Employees to organize and bargain collectively,” and their “approach to collective bargaining focuses on negotiating agreements that achieve positive outcomes for our People and Company.” References Tomasian, B. (2019, May 12). Southwest Airlines Flies to the Top of the 2019 Workforce 100 . Workforce. https://workforce.com/news/southwest-airlines-flies-to-the-top-of-the-2019- workforce-100 Southwest. (2023). Southwest Airlines 2022 One Report . chrome-extension://efaidnbmnnnibpcajpcglclefindmkaj/ https://www.southwest.com/assets/pdfs/ communications/one-reports/Southwest-Airlines-2022-One-Report.pdf Mercer. (2023, September 21). Results of the 2023 US and Canada Turnover Surveys . https://www.imercer.com/articleinsights/workforce-turnover-trends#:~:text=The%20average %20turnover%20rate%20among,the%20company%20terminated%20the%20employee Southwest. (2023). Culture . https://careers.southwestair.com/culture Southwest. (2023). Careers . https://careers.southwestair.com/search-results The American Opportunity Index. (2022, October 13). How a great place to fly away became a great place to stay . https://www.americanopportunityindex.org/newsroom/5

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

Competency 1: Competency Assessment – HR Design Decisions ORGCB/535 v1 Page 7 of 7

10.1-2-1-A-Peck

Related Documents