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Southwest Airlines is a well-known company featured in our textbook. Over the next 4 weeks, you will take on the fictional role of intern at Southwest Airlines Human Resources. You will utilize the textbook and other professional resources to complete your assessments.

Your first week on the job is filled with learning the ins and outs of Human Resources and the industry. Your manager told 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 will work on throughout the course. They are:

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  1. Examining current practices
  2. Talent recruitment and selection
  3. Strategy recommendation

Your first task is to examine Southwest’s current HR practices, as reported in public sources. Complete the HR Design Decisions chart with your review and rationale of the elements listed below to decide where Southwest Airlines’ HR practices fall. Support the analysis with evidence from sources on the web.

  • 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
  • Limited socialization of new employees or extensive socialization
  • Collective bargaining or individual bargaining

Possible sources for information include but are not limited to:

  • Organization website and associated websites

ORG/535 v1

Wk 2 – HR Design Decisions

ORG/535 v1

Page 2 of 2

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Wk 2 – Apply: 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

ChoicesAnalysis of how well each choice works
View of employees
Employees as expensesEmployees as assets
Compensation
Below marketCompetitiveAbove market
Training and Development
SpontaneousPlanned
Job Descriptions
SpecificGeneral
Recruitment
ExternalMixedInternal
Onboarding – Socialization of new employees
LimitedExtensive
Bargaining
CollectiveIndividual

References

Copyright 2020 by University of Phoenix. All rights reserved.

Copyright 2020 by University of Phoenix. All rights reserved.

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