An In-depth HRM Analysis: Jet Blue Airways Policies and Practices

This report provides a comprehensive analysis of the human resource management (HRM) practices at Jet Blue Airways. It begins by examining the company's adherence to equal opportunity laws, including the Civil Rights Act and the Age Discrimination in Employment Act, highlighting its commitment to fair employment practices. The report then delves into Jet Blue's recruitment efforts, differentiating between external and internal recruitment strategies, and evaluating their effects on the organization. The selection of personnel, particularly mechanics and pilots, is scrutinized, focusing on the interview process and the company's objectives in this process. The report also explores the performance appraisal system, including factors influencing performance assessment and the use of a 360-degree appraisal system. Furthermore, it examines worker-linked factors in compensation and the discretionary benefits provided to employees, such as medical insurance, profit sharing, and paid time off. The analysis provides insights into Jet Blue's approach to employee management, focusing on its strategies for attracting, retaining, and motivating employees, and ensuring a high level of service quality.

Running head: HUMAN RESOURCE MANAGEMENT
Human Resource Management
Name of the Student
Name of the University
Author note

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A.
Three national equal opportunities law of employment
Jet Blue Airways was properly recognized in order to adhere to the different corporate
standards of the safety, integrity, care as well as passion. These are the values are the actual
root intended for different policies as well as procedures for human resource that is familiar
by the business. While a good participant in airline business that is service oriented the
commitment of the company is that the commercial principles has made it to hold on the
different input tenets of the Equal Employment Opportunity policies that is beneath section
1964 Civil Rights Act. Furthermore, this employment practice helped in prohibiting the
different discriminatory practices in promotion, hiring as well as for the payment of the
different workers (Johnson et al., 2013).
These are the different policies that extend to the recruitment, training as well as
selection of the workers. In sight of the Jet Blue Airways, one important strategy that is
complied with is the equal tenet aspect of the pay to the workers of the organization and the
company provided customized as well as proper packages of employment to the different
workers in order to ensure overall and proper equity in the payment of the workers. Proper
probationary period was also waved that helped in understanding that the employees were
certain regarding the job security of the employees. The company even provided proper
medical benefits along with the benefits of profit sharing as to provide proper customer
services as well as ramp workers. Jet Blue Airways as well as the policies of recruitment are
influenced significantly with the Equal Pay Act that helped the men as well as women in the
organization to perform their tasks substantially and equal work in the same organization
from any kind of inequity based on sex based wages.

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Consequently, the respective company is providing different kinds of insurance and
other benefits to the workers; the respective corporation is regarding the Age Discrimination
in Employment Act 1967 that helps in protecting the different individuals who are more than
40 years and above. Proper and other long term compensation as well as other further benefits
is provided by Jet Blue Airways as these are intended so that the employees who are older
can be properly taken care off.
However, policies of human resources of the respective Airways are pro employee
wherein the management is firm in nature regarding the violence regarding drugs as well as
alcohol as these acts defy over the safety of the organization. The abuse related to the drugs
and alcohol is the condition wherein it is not protected under the Title I as well as V of
Americans with Disabilities Act of 1990. Therefore, this helps in understanding that
organizations do not have the right to fire as well as hire individuals who are confirmed
alcohol as well as drug abusers.
B.
Recruitment Efforts
External Recruitment
External recruitment helps in hiring individuals with proper help of other form
organizations (example: headhunters, employments firms) as well as throughout
endorsements. Furthermore, in case of Jet Blue Airlines, the exterior policy of recruitment
that is used by the respective company was evident in nature for the practice of committed as
well as highly talented individuals from the other airlines. The different examples of external
recruitment are the top management teams of the companies wherein one was the president as
well as the COO (Chief Operating Officer) Mr. Dave Barger who was the one who worked

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previously for Continental airlines. Furthermore respective organization even hired different
pilots outwardly from additional carriers who were the different associates of pilots
previously working with Jet Blue Airlines.
Internal Recruitment
Accordingly, the organization even experienced internal recruitment that helped in
proper hiring from organization or associated one as well (Arends, 2014). A proper as well as
accurate example of the process through which Jet Blue Airlines applied the internal
recruitment was proper hiring of Ann Rhoades who worked with Southwest Airlines
previously. The hiring of the respective individual was internal recruitment in nature as the
founder of the Jet Blue airlines Mr. David Neeleman as well as Ann Rhoades were colleagues
previously when the Morris Airlines of Neeleman was bought by the Southwest Airlines and
through this both of them worked previously in the same organization. This was the reason
wherein Neeleman did not have to enlist in head hunter or the employment agency or search
for 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 as
well experiences personnel in the operational as well as managerial positions and this
translated 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 as
salaries that are in the industry standards. Furthermore, the employees in the organization are
provided 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 are
unlike other carriers (Mir & Pinnington, 2014). Especially the company has provided

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different compensation packages as they recruit the most desirable as well as committed
employees to the culture of the company.
The different efforts of the internal recruitment of the company for the different
reservation agents were a proper success wherein there were applicants who applied for the
respective job. The internal recruitment of the company entailed the posting of the job in the
local newspaper. Furthermore, the external recruitment of the Jet Blue Airways was done
using referrals and it allowed it to tap the well trained individuals as well who highly
qualified, technical personnel are as well. The basic fact that the management of the
respective company was held elevated esteem was the dissimilar carriers in whole business
that translated to recruitment of vibrant as well as strong management team (Goetsch &
Davis, 2014).
C.
Selection of personnel
Personnel interview process for mechanics as well as pilots
In recruiting the mechanics as well as pilots that are the most vital as well as sensitive
positions in the Airline industry, the management of Jet Blue looked for different applicants
who showed reliability as well as behavior consistency with the values of the company’s
safety, integrity, passion as well as fun (Zhu, Sarkis & Lai, 2013). For the mechanics, the
management conducts a proper interview wherein the questions asked to the candidates
included on how the entire crew members handled sensitive as well as moral situations as
well as dilemmas in their other companies (Camisón, C., & Villar-López, 2013).
Furthermore, Jet Airways hired those candidates who did not compromise a bit on the
protection of the passengers like in case of mechanic wherein he incurred ire of previous

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bosses as he did not mark off the plane did not fulfill standards. On the other hand, in
recruiting pilots, COO of the respective airlines required individuals who were well averse
with computer as well as displayed culturally fit (Armstrong et al., 2015).
JetBlue's goal in utilizing this personnel interview process for mechanics and pilots
The goal of Airways is extremely vital in nature as the company incurred heavy
investments on the different pilots by paying the entire cost of the training of the pilot
certification as well that are not done by the other carriers in the competitive market. In return
of the entire investment, the officials of Jet Blue Airways expect more and proper
commitment of the employees to the values as well as culture of the entire organization
(Shields et al., 2015).
D.
Performance appraisal system
Factors influencing the assessment of the performance
Performance assessment is monotonous procedure that helps in taking into
deliberation different factors that affects the evaluation (Van Dooren, Bouckaert & Halligan,
2015). The essential factor is accessible legislation that requires proper course of presentation
estimate to be non discriminatory in nature. For instance- evaluation of the performance that
is targeted for cultural, masculinity as well as sacred stereotypes are ones that are considered
discriminatory under the 1964 acts of Civil Rights. The influence of labor unions is the other
factor for concern as it is mentioned previously; labor unions are used in Jet Airways to
consistency in the packages of service compensation.
The third factor that is concerning in nature is the evaluation of the performance in the
corporate culture. The leadership of the company expects the different employees to commit

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to the different values as well as philosophy of organization as well as they are assessed in
order of their performance in organization credo. In Jet Airways, the employees are rated on
the basis of the caring attitude as well as passion in the workplace.
E.
Evaluation feedback of 360 degree appraisal system
In case of Jet Blue Airways, 360 degree performance appraisal help in benefitting the
company through ensuring proper consistency in the service quality that are provided to the
passengers. Jet Blue needs to evaluate as well as monitor the presentation of the
miscellaneous group of persons such as pilots, cabin crews as well as technical staffs and
administrative personnel as well (Seuring & Gold, 2013). The concerns of each group has to
be accurately communicated to management and when performance appraisal is limited in
nature only to employee as well as administrator level, put down proper forms of feedback
from different groups then the probability of administration getting biased, partial feedbacks
increases in nature (Pollitt, 2013). When the entire management is involved into the feedback
process, it is easier for the measurement of the performance of the company as this will help
in addressing all the concerns of the employees. This is crucial in nature as well as this will
help in motivating the employees in the organization and this will help them in delivering the
best practices that are good for the entire organization as well in the present as well as in the
near future (Anitha, 2014).
F.
Worker linked factors in compensation
Compensation is essential right of the individuals in the organization and it is the need
of the employees as well. All the workers need to be paid proper compensation as desired by

7HUMAN RESOURCE MANAGEMENT
them. One is the competence level of the employees as it is contingent in nature such as
educational attainment as well as training and enrichments. The other factor is the years of
experience as this will help the company in providing more salary to the individual who has
experience than the employee who is just graduated. The third factor is the performance of
the employees and the fourth factor is the responsibility as the duties and functions has to be
properly performed by the employees in the organization. Usually the structure of the pay
includes basic salary, dearness allowance, provision for different bonuses, pension plans as
well as insurance and retirement plans and week instant off as well as flexible schedules.
G.
Discretionary benefits of employees
Discretionary benefits are the other benefits provided to the employees other than
salary or wages. There are different kinds of benefits such as protection programs that
involve different kinds of packages of insurance related to the benefit of employees such as
disability as well as life or retirement insurances. The other kind of benefit is the paid time
such as vacation leaves as well as sick leaves and holidays. The third benefit is the
enhancements as well as accommodations that include mental, emotional as well as physical
well being of the different employees such as knowledge and skills acquisition as well as
flexible working hours.
Jet Airways provides proper discretionary benefits to the employees that include
medical insurance to the employees as well as incentives that helps in sharing profit. The
employees who work full time are provided with private time off after they require it and pay
is doubled as well when they work on different holidays as well. For the different attendants
in flight, organization provides different kind of accommodations as well as vacation perks
along with work from home policy as well. Finally, it can be concluded that Jet Airways has

8HUMAN RESOURCE MANAGEMENT
properly achieved the mission of the caring of different individuals (Alegre, Sengupta &
Lapiedra, 2013).

9HUMAN RESOURCE MANAGEMENT
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