Xiamen Airlines reformed its pilot compensation system in 2009 to better link pay to performance. Initial results were positive with improved productivity and satisfaction, but recruiting and retaining pilots remained challenging due to shortages and competition. The new system provided incentives like increased pay for extra hours flown and bonuses for achievements. Outcomes included pilots flying more hours, saving on hiring, experienced pilots training newcomers, and lower attrition. Profits increased nearly 500% from 2009-2010 under the new system. However, questions remained about sustainability if the industry became less profitable and what else the airline could offer to retain talent.
Colgate Palmolive- Salary Offer Case StudyTANUSHREE BOSE
The case study is about the Head of Compensation- Aditya Singh regarding the dilemma to determine the salary/ pay scale of 5 shortlisted candidates based on their respective skill sets, qualification and prior experiences in Sri City Plant Tamil Nadu.
Considering various challenges and issues in the Plant, selecting the job-fit candidates and motivating as well retaining them is also important.
CASE STUDY : The Treadway Tire CompanyTanya Taneja
The Treadway Tire company plant in Lima, Ohio is the companys one of the biggest plants and most important. It has been plagued with high employee turnover at the foreman level resulting in low productivity. Ashley Wall, the HR Director of the plant is faced with the task of investigating the problems and presenting her recommendations to Brandon Bellingham, the plant manager.
the Army Crew case study is answering tree questions:
1. Why does the Varsity (V) team lose to the JV Team? (critically analyze and be specific)
2. What should Coach P do on Tuesday? Why do you recommend this action? How should he implement this action? Be specific.
3. How would you compare the Army Crew team to other types of organizational teams? What are the similarities and differences?
Performance management at vitality health enterprise incDS Adi Pratomo
We studied and analyse Harvard Business Case on Performance Management for our Post Graduated Business School subject in People in Organization. Do use it as reference and work on your own analysis, but try to avoid copy and paste.
Colgate Palmolive- Salary Offer Case StudyTANUSHREE BOSE
The case study is about the Head of Compensation- Aditya Singh regarding the dilemma to determine the salary/ pay scale of 5 shortlisted candidates based on their respective skill sets, qualification and prior experiences in Sri City Plant Tamil Nadu.
Considering various challenges and issues in the Plant, selecting the job-fit candidates and motivating as well retaining them is also important.
CASE STUDY : The Treadway Tire CompanyTanya Taneja
The Treadway Tire company plant in Lima, Ohio is the companys one of the biggest plants and most important. It has been plagued with high employee turnover at the foreman level resulting in low productivity. Ashley Wall, the HR Director of the plant is faced with the task of investigating the problems and presenting her recommendations to Brandon Bellingham, the plant manager.
the Army Crew case study is answering tree questions:
1. Why does the Varsity (V) team lose to the JV Team? (critically analyze and be specific)
2. What should Coach P do on Tuesday? Why do you recommend this action? How should he implement this action? Be specific.
3. How would you compare the Army Crew team to other types of organizational teams? What are the similarities and differences?
Performance management at vitality health enterprise incDS Adi Pratomo
We studied and analyse Harvard Business Case on Performance Management for our Post Graduated Business School subject in People in Organization. Do use it as reference and work on your own analysis, but try to avoid copy and paste.
Concept of Reward and Total Reward System, Five Elements of Total Rewards (Compensation, Benefits, Work-Life, Performance & Recognition, Developmental & Career Opportunities)
Authentic Crisis Leadership and Reputation Management: Maple Leaf Foods and t...On The Edge
Terry Flynn, APR, FCPRS; David Scholz, and Jeanette Jones, ABC, Vice President of Communications, Maple Leaf Foods Inc. have all been personally involved with Maple Leaf Foods through their respective roles in academic research, marketing and communications. Now these PR leaders are combining forces to bring us a comprehensive overview of how Maple Leaf, and particularly CEO Michael McCain, showed courage and leadership in a time of extreme corporate crisis.
DAI Yixin: Low carbon city development in China: A case of BaodingSTEPS Centre
Dr. DAI Yixin (CISTP, Tsinghua University)
Presentation to the UK-China Innovation Workshop for Sustainable and Equitable Development, Tsinghua University, 19 March 2010, co-organised by China Institute for Science and Technology Policy (CISTP) at Tsinghua University and the STEPS Centre.
http://anewmanifesto.org/news/china-workshop-presentationschina-workshop-presentations/
Basically its a group project done by Shayla Khan Shimu,Badhon Mahadi Islam , Shahanur Alam , Shamrat Banik from American International-University Bangladesh
Southwest airlines: Organizational Development 13
Southwest Airlines: Organizational Development
Name
University
Course
Date
Running head: Southwest Airlines: Organizational Development
1
Southwest Airlines
Organization development is ways in which company strategies aiming at overall organization’s efficacy. The cut-throat competition of the current times in the service industry has made it important for all the service organizations to launch innovative strategies, taking into consideration the processes, people and the physical evidence that can differentiate their services from their main competitors (Rothwell & Sullivan, 2005).
This study will present different approaches that are responsible for the development of the Southwest Airlines Company. For any organization to achieve its objectives there must be essential strategies that are put in place to ensure its development. Various approaches aimed at organizational development should be formulated by the management and then implemented towards the process of staff management.
The main objective of this paper is to highlight the relevant strategies of Southwest Airlines that has helped it to produce a successful business model in the airline industry that became a benchmark for others to follow. The aim of this paper is to establish that if a firm gives significance to its employees, it is better able to serve its customers as the employees will perform better and provide up to the mark services.
Southwest airlines are considered a major airline in the United States of America and are the world’s low-cost airline with it’s headquarter located in Dallas. In July 2016 the company’s media website that the airline is operating with more than 50,000 employees and around 3,900 departures in one day when the traveling season is at its peak (Swamedia, 2016).
The same data suggest that the airline has services to more than 98 destinations in the country and more than seven in foreign countries with the service provisions to three main airports in Cuba are expected to begin its business operations this year in 2016 (Swamedia, 2016). The airline is considered to be the largest operator of the Boeing 737 aircraft across the world and more than 700 are still operational. This makes an average of six Boeing 737 flights per day.
Factors that have contributed to the development of the southwest airlines
The Southwest Airline is an outstanding example of a service organization that has clearly defined its main purpose of the business; is persistent upon its business values and the attitudes derive from the business purposes and design the correct business model that is able to support the purpose of the business. The Southwest Airlines promises its customer its dedication to providing the highest quality to its customers and equally good customer service which is delivered with individual pride, perfect spirit, hospitable behavior and warmth in order to deliver their promised service to .
Case study assignment help by world’s best assignment writing experts at affordable prices. You will get first class assignment help without any mistake.
Singapore Airlines Case Study(Student paper)Singapore Airlin.docxaryan532920
Singapore Airlines Case Study
(Student paper)
Singapore Airlines was created in 1972 following a separation from Malaysian Airlines. In the wake of reorganization, Singapore Airlines undertook aggressive growth, investing and trading to maximize profitability and expand market share. Through this change, a new company philosophy emerged, “Success or failure is largely dictated by the quality of service it provides” (Wyckoff, 1989). By reinventing the company infrastructure and introducing new initiatives focused on excellence in customer service, Singapore Airlines became a global leader in the service industry, elevating existing standards among competitors.Evaluation of Workforce Management Program
The strategy widely utilized by Singapore Airlines to ensure differentiation in an increasingly competitive market was its attention to in-flight service. “Good flight service [was] important in its own right and is a reflection of attention to detail throughout the airline” (Wyckoff, 1989). This statement perpetuated the belief that excellence in service was directly tied to the careful selection and individual performance of in-flight crews charged with the responsibility of fulfilling the needs of individual passengers and exuding the levels of service demanded by the organization. Applicants destined to work as flight stewards were drawn from a very young population, typically spanning the ages of 18-25 years of age with high school equivalency against the English system of education. Selection of applications was competitive largely due to the degree of skill, poise, and experience required of its candidates. These policies led to the on-boarding of a highly skilled and youthful workforce with positive attitudes and a willingness to be trained. Critique of this approach revealed several disadvantages. The most significant being the potential for greater turnover when hiring a younger population as opposed to an older, more experienced crew. Experience alone would play some role in the development of new employees, as greater experience would bring greater poise and confidence. However, in light of the predominant population Singapore Airlines catered to, a younger in-flight crew would remedy the awkwardness likely to be encountered by older clients being served by older crew members. In addition, a younger crew would likely be more accepting of new procedures and less cynical of the requirements of employment.
In light of the young demographic most desired in this role, recruitment, training and “conversion” processes were both stringent and comprehensive. All aspects of in-flight service, including training related to terminology, amenities and food preparation were provided in great detail, as were training for emergency preparedness and response to every potential scenario encountered in the air and on the ground. Formalized on-boarding, training and continued development were the hallmarks of the comprehensive workforce program. Even we ...
Singapore Airlines Case Study(Student paper)Singapore Airlines.docxmaoanderton
Singapore Airlines Case Study
(Student paper)
Singapore Airlines was created in 1972 following a separation from Malaysian Airlines. In the wake of reorganization, Singapore Airlines undertook aggressive growth, investing and trading to maximize profitability and expand market share. Through this change, a new company philosophy emerged, “Success or failure is largely dictated by the quality of service it provides” (Wyckoff, 1989). By reinventing the company infrastructure and introducing new initiatives focused on excellence in customer service, Singapore Airlines became a global leader in the service industry, elevating existing standards among competitors.Evaluation of Workforce Management Program
The strategy widely utilized by Singapore Airlines to ensure differentiation in an increasingly competitive market was its attention to in-flight service. “Good flight service [was] important in its own right and is a reflection of attention to detail throughout the airline” (Wyckoff, 1989). This statement perpetuated the belief that excellence in service was directly tied to the careful selection and individual performance of in-flight crews charged with the responsibility of fulfilling the needs of individual passengers and exuding the levels of service demanded by the organization. Applicants destined to work as flight stewards were drawn from a very young population, typically spanning the ages of 18-25 years of age with high school equivalency against the English system of education. Selection of applications was competitive largely due to the degree of skill, poise, and experience required of its candidates. These policies led to the on-boarding of a highly skilled and youthful workforce with positive attitudes and a willingness to be trained. Critique of this approach revealed several disadvantages. The most significant being the potential for greater turnover when hiring a younger population as opposed to an older, more experienced crew. Experience alone would play some role in the development of new employees, as greater experience would bring greater poise and confidence. However, in light of the predominant population Singapore Airlines catered to, a younger in-flight crew would remedy the awkwardness likely to be encountered by older clients being served by older crew members. In addition, a younger crew would likely be more accepting of new procedures and less cynical of the requirements of employment.
In light of the young demographic most desired in this role, recruitment, training and “conversion” processes were both stringent and comprehensive. All aspects of in-flight service, including training related to terminology, amenities and food preparation were provided in great detail, as were training for emergency preparedness and response to every potential scenario encountered in the air and on the ground. Formalized on-boarding, training and continued development were the hallmarks of the comprehensive workforce program. Even wel.
This is a presentation for our Paper Strategic Management at Amity Business School, Noida. The topic covered was the Ongoing crisis in Air India, and the possible ways to work around a solution for it. All aspects of management, including Finance, Operations, Marketing and HR was discussed.
Strategic management is a process of structuring of a keen understanding of how the world or business environment is changing. Read this report to know more about strategic management.
This analysis is done according to the Marketing concepts.First, It includes analysis of airline industry of Pakistan through BCG Matrix, PEST analysis, Porter Generic Strategies, SWOT Analysis. Secondly, it contains a marketing plan as well elaborating only its analysis.
Senior Project and Engineering Leader Jim Smith.pdfJim Smith
I am a Project and Engineering Leader with extensive experience as a Business Operations Leader, Technical Project Manager, Engineering Manager and Operations Experience for Domestic and International companies such as Electrolux, Carrier, and Deutz. I have developed new products using Stage Gate development/MS Project/JIRA, for the pro-duction of Medical Equipment, Large Commercial Refrigeration Systems, Appliances, HVAC, and Diesel engines.
My experience includes:
Managed customized engineered refrigeration system projects with high voltage power panels from quote to ship, coordinating actions between electrical engineering, mechanical design and application engineering, purchasing, production, test, quality assurance and field installation. Managed projects $25k to $1M per project; 4-8 per month. (Hussmann refrigeration)
Successfully developed the $15-20M yearly corporate capital strategy for manufacturing, with the Executive Team and key stakeholders. Created project scope and specifications, business case, ROI, managed project plans with key personnel for nine consumer product manufacturing and distribution sites; to support the company’s strategic sales plan.
Over 15 years of experience managing and developing cost improvement projects with key Stakeholders, site Manufacturing Engineers, Mechanical Engineers, Maintenance, and facility support personnel to optimize pro-duction operations, safety, EHS, and new product development. (BioLab, Deutz, Caire)
Experience working as a Technical Manager developing new products with chemical engineers and packaging engineers to enhance and reduce the cost of retail products. I have led the activities of multiple engineering groups with diverse backgrounds.
Great experience managing the product development of products which utilize complex electrical controls, high voltage power panels, product testing, and commissioning.
Created project scope, business case, ROI for multiple capital projects to support electrotechnical assembly and CPG goods. Identified project cost, risk, success criteria, and performed equipment qualifications. (Carrier, Electrolux, Biolab, Price, Hussmann)
Created detailed projects plans using MS Project, Gant charts in excel, and updated new product development in Jira for stakeholders and project team members including critical path.
Great knowledge of ISO9001, NFPA, OSHA regulations.
User level knowledge of MRP/SAP, MS Project, Powerpoint, Visio, Mastercontrol, JIRA, Power BI and Tableau.
I appreciate your consideration, and look forward to discussing this role with you, and how I can lead your company’s growth and profitability. I can be contacted via LinkedIn via phone or E Mail.
Jim Smith
678-993-7195
jimsmith30024@gmail.com
Artificial intelligence (AI) offers new opportunities to radically reinvent the way we do business. This study explores how CEOs and top decision makers around the world are responding to the transformative potential of AI.
The Team Member and Guest Experience - Lead and Take Care of your restaurant team. They are the people closest to and delivering Hospitality to your paying Guests!
Make the call, and we can assist you.
408-784-7371
Foodservice Consulting + Design
Oprah Winfrey: A Leader in Media, Philanthropy, and Empowerment | CIO Women M...CIOWomenMagazine
This person is none other than Oprah Winfrey, a highly influential figure whose impact extends beyond television. This article will delve into the remarkable life and lasting legacy of Oprah. Her story serves as a reminder of the importance of perseverance, compassion, and firm determination.
The case study discusses the potential of drone delivery and the challenges that need to be addressed before it becomes widespread.
Key takeaways:
Drone delivery is in its early stages: Amazon's trial in the UK demonstrates the potential for faster deliveries, but it's still limited by regulations and technology.
Regulations are a major hurdle: Safety concerns around drone collisions with airplanes and people have led to restrictions on flight height and location.
Other challenges exist: Who will use drone delivery the most? Is it cost-effective compared to traditional delivery trucks?
Discussion questions:
Managerial challenges: Integrating drones requires planning for new infrastructure, training staff, and navigating regulations. There are also marketing and recruitment considerations specific to this technology.
External forces vary by country: Regulations, consumer acceptance, and infrastructure all differ between countries.
Demographics matter: Younger generations might be more receptive to drone delivery, while older populations might have concerns.
Stakeholders for Amazon: Customers, regulators, aviation authorities, and competitors are all stakeholders. Regulators likely hold the greatest influence as they determine the feasibility of drone delivery.
2. Abstract:
On June 6, 2014, the deputy general manager of the human resources
department of Xiamen Airlines, based in Xiamen, Fujian Province, China,
discussed his company’s "best practices" at China's first national forum on
aviation security. Since 2009, a significant reform in the company’s pilot
compensation system had aimed to promote a stronger linkage between their
pay and performance. Initial outcomes had been positive, with improved
productivity and job satisfaction. Yet, there were ongoing challenges in recruiting
and retaining pilots due to increasing shortages of qualified personnel in the
domestic and global aviation labour market and greater competition from both
state-owned and new private airline companies in China. How could Xiamen
Airlines become an employer of choice? Was the high compensation sustainable
if the industry became less profitable? What else could the company offer to
retain talented pilots?
Introduction:
XiamenAir (formerly Xiamen Airlines) is the first privately owned airline in the
People's Republic of China. XiamenAir is the only major Chinese carrier which
operates an all-Boeing fleet.
XiamenAir was honored with the title of "The Best Airline in Mainland China"
for 6 consecutive quarters in the "Airlines Service Survey" made by
CARNOC.com.
By early 2014, Xiamen Airlines has 6 branches in Fuzhou, Nanchang, Hangzhou,
Tianjin, Changsha, and Beijing. The airline operates 218 domestic routes along
with 26 international routes. It flies over 3600 flights per week. XiamenAir
ranks #4 among all Chinese carriers by domestic capacity and contributes 7.2%
of the domestic capacity in China.
Xiamen Airlines concluded the year of 2013 with a passenger number of 18.57
Million, and a profit of 1520 million CNY (about 245 million US dollars). It
is the 27th consecutive year of profit for Xiamen Airlines since 1988. With
3. the long consecutive profit record and high profit rate, the airline is regarded
as one of the most profitable airlines in the world.
Pay for performance benefits:
Mutual rewards
Increased motivation
Increased company morale
Increased company loyalty
Increased productivity
Employees always see a clear connection between their incentive payments and
job performance. Employees stay in a firm because of the pay/pay structure
being offered. They readily develop the required job skills if there is a proper
pay structure in place.
The effectiveness of a pay model depends upon three things- efficiency, equity
and compliance.
1. Efficiency: it involves two general areas of concern.
(i) Strategy:
• Does the pay-for-performance plan support corporate objectives?
• The reward should not be on the basis of status quo.
• Finally, management has to address the most difficult question like- How
much of an increase makes a difference? How does it take to motivate
an employee?
(ii) Structure:
• Structure of the organization should be sufficiently decentralized to allow
different operating units to create flexible variations on a general pay for
performance plan.
• Different operating units may have different competences and different
competitive advantages, so the organization should not have a rigid pay-
for-performance system that detracts from these advantages.
4. 2. Equity / Fairness
• The second design objective is to ensure that the system is fair to
employees.
• A key element in fairness is communication regarding what is expected
from employees.
3. Compliance:
• The pay for performance system should comply with existing laws as a
good reward system enhances the reputation of the firm.
Outcomes of the reform
Pilot flying hours increased to 900 hours compared to 700/800 hours
in other airlines.
Saved hiring cost as a result of the above point.
The experienced pilots were more than willing to train the younger pilots.
The younger pilots were also inspired to get the title of honoured flight
captain.
As a result, there was a steep growth of 492% in company profits from
2009-10 and also attrition rate was reduced to a minimum.
salary break up in US Dollars (source: smile aviation)
option 1 option 2 option 3 option 4 option 5 option 6
Monthly
basic salary 21889 20889 17389 16389 12056 9556
housing allowance 1100 1100 1100 1100 1100 1100
overtime 300/hour 280/hour 250/hour 250/hour 250/hour 250/hour
Yearly
ticket allowance 6000 6000 6000 6000 6000 6000
safety bonus 24000 24000 18000 18000 10000 10000
No. of paid
leaves 42
96 days
off
132 days
off
156 days
off
180 days
off
180 days
off