Keller Business School of Management
HRM 594 Staffing Organizations
Professor Burnell Carden
August 24, 2013
The intent of this paper it to define critical concepts of strategic planning with Southwest Airlines (SWA) top management and how their organization pursued choices and different strategies to run the business by using superior performance employees that gave them a competitive advantage over their competitors. I will concentrate on the thirteen strategic staffing decisions that are critical for any organization to be successful. I will also emphasis the knowledge, skills, abilities, and others (KSAOs) relative to the staffing process and how the ...view middle of the document...
“The mission of Southwest Airlines has always been to the highest quality of service delivered with warmth, friendliness, individual pride, and company spirit.” (Mission, 2007)
SWA uses human resources as assets for achieving and sustaining the people advantage. Its intention is to serve the customer with an internal workforce who is favorable about the company. SWA developed a culture committee to meet with employees to elicit all issues. All issues and concerns are dealt with by smaller committees who work on them until they are solved. The only bad issue SWAs has had in its long history is an incident in Chicago where a child in a car was killed when crushed by a jet.
SWA has had its problems in the past, during the 1970’s it was embroiled in a regulatory battle when it refused to move its business to the Dallas airport. It has also had down right dirty competition wars with other airlines. Some of SWA issues exist because of the consequences suffered by other airlines. In 1975, SWA convinced the government to investigate harassment charges from Braniff Airlines and Braniff lost the suit. SA also suffered the impact of September 11, which left the airline industry in a panic. Emptier flights and higher costs for added security clouded its financial future. It was also during this time that attendants had to stop their warm-hearted humor, tone down the personalities and attire that have always been used to keep passengers amused during their flight.
SWOT Analysis Southwest Airlines
StrengthsAcquire and Develop TalentFinancially stableEmployee Ownership | WeaknessEmployees do not make higher level decisionsNo room for development |
OpportunitiesCompetitive environmentContinue low-cost position | ThreatsInstability of airlines since9/11Security ConcernsEmployees lost assurance |
Opportunities – Competitive environment: SWA have seven major competitors that are low cost carriers. SWA must continue to develop its low-cost position in the airline industry. It must continue to streamline its boarding process with self check-in technology to stay on top.
SWA is constantly hunting and seeking the most interesting talented applicants who are suitable for training, development, job advancement and job security. They believe in succession planning as the pipeline to leadership and high performing personnel. (Charan, Drotter, and Noel, 2001). They look for people who want to advance in their career and have fun. In 1971, the first advertisement for SA hostesses was “Attention, “Rachael Welch: You want a job?” “You can have one if you measure up.” Colorful boarding announcements and songs are frequently used in place of no video. The best employees are the ones that are outgoing and also make SWA look good. SWA employees are not the highest paid individuals. Most are paid substandard wages but look at the long term for job enrichment and training in able to move up. “The war for talent and talent retention can be won through an aggressive...