Human Resource Management of Jet Blue Airways
Added on 2020-05-01
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Running head: HUMAN RESOURCE MANAGEMENT Human Resource ManagementName of the StudentName of the UniversityAuthor note
1HUMAN RESOURCE MANAGEMENTA.Three national equal opportunities law of employment Jet Blue Airways was properly recognized in order to adhere to the different corporatestandards of the safety, integrity, care as well as passion. These are the values are the actualroot intended for different policies as well as procedures for human resource that is familiarby the business. While a good participant in airline business that is service oriented thecommitment of the company is that the commercial principles has made it to hold on thedifferent input tenets of the Equal Employment Opportunity policies that is beneath section1964 Civil Rights Act. Furthermore, this employment practice helped in prohibiting thedifferent discriminatory practices in promotion, hiring as well as for the payment of thedifferent workers (Johnson et al., 2013). These are the different policies that extend to the recruitment, training as well asselection of the workers. In sight of the Jet Blue Airways, one important strategy that iscomplied with is the equal tenet aspect of the pay to the workers of the organization and thecompany provided customized as well as proper packages of employment to the differentworkers in order to ensure overall and proper equity in the payment of the workers. Properprobationary period was also waved that helped in understanding that the employees werecertain regarding the job security of the employees. The company even provided propermedical benefits along with the benefits of profit sharing as to provide proper customerservices as well as ramp workers. Jet Blue Airways as well as the policies of recruitment areinfluenced significantly with the Equal Pay Act that helped the men as well as women in theorganization to perform their tasks substantially and equal work in the same organizationfrom any kind of inequity based on sex based wages.
2HUMAN RESOURCE MANAGEMENTConsequently, the respective company is providing different kinds of insurance andother benefits to the workers; the respective corporation is regarding the Age Discriminationin Employment Act 1967 that helps in protecting the different individuals who are more than40 years and above. Proper and other long term compensation as well as other further benefitsis provided by Jet Blue Airways as these are intended so that the employees who are oldercan be properly taken care off. However, policies of human resources of the respective Airways are pro employeewherein the management is firm in nature regarding the violence regarding drugs as well asalcohol as these acts defy over the safety of the organization. The abuse related to the drugsand alcohol is the condition wherein it is not protected under the Title I as well as V ofAmericans with Disabilities Act of 1990. Therefore, this helps in understanding thatorganizations do not have the right to fire as well as hire individuals who are confirmedalcohol as well as drug abusers. B.Recruitment EffortsExternal Recruitment External recruitment helps in hiring individuals with proper help of other formorganizations (example: headhunters, employments firms) as well as throughoutendorsements. Furthermore, in case of Jet Blue Airlines, the exterior policy of recruitmentthat is used by the respective company was evident in nature for the practice of committed aswell as highly talented individuals from the other airlines. The different examples of externalrecruitment are the top management teams of the companies wherein one was the president aswell as the COO (Chief Operating Officer) Mr. Dave Barger who was the one who worked
3HUMAN RESOURCE MANAGEMENTpreviously for Continental airlines. Furthermore respective organization even hired differentpilots outwardly from additional carriers who were the different associates of pilotspreviously working with Jet Blue Airlines. Internal Recruitment Accordingly, the organization even experienced internal recruitment that helped inproper hiring from organization or associated one as well (Arends, 2014). A proper as well asaccurate example of the process through which Jet Blue Airlines applied the internalrecruitment was proper hiring of Ann Rhoades who worked with Southwest Airlinespreviously. The hiring of the respective individual was internal recruitment in nature as thefounder of the Jet Blue airlines Mr. David Neeleman as well as Ann Rhoades were colleaguespreviously when the Morris Airlines of Neeleman was bought by the Southwest Airlines andthrough this both of them worked previously in the same organization. This was the reasonwherein Neeleman did not have to enlist in head hunter or the employment agency or searchfor referrals in different employment agencies as well (De Waal, 2013). Effects of the effort of recruitment The main focal point of the Jet Airways was on hiring highly competent as well aswell experiences personnel in the operational as well as managerial positions and thistranslated to the increased costs in the company as well (Baños-Caballero, García-Teruel &Martínez-Solano, 2013). For example- the organization provided different benefits as well assalaries that are in the industry standards. Furthermore, the employees in the organization areprovided with absolute remedial benefits as well as extensive leaves along with perks as well.On other hand, a proper training of the pilot has been provided to the employees that areunlike other carriers (Mir & Pinnington, 2014). Especially the company has provided
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