Delta Airlines, Inc. is one of the fastest growing global airlines. Recent data indicates that the airline is a prolific profit earner (Jones, 2013). It employs over 80,000 workers worldwide and has a turnover of about $ 277.6 billion. The company has many classy and luxury aircrafts.
Every year, Delta Airlines expands and gains international acceptance. The company’s operation and management plans have attracted millions of clients making it the top the largest carrier of passengers with approximately 348 destinations worldwide (Jones, 2013). Delta Air Lines has won several excellence awards. Its workforce is diverse as its employees come from different countries across the six continents it operates.
The success of the company is attributed to the hiring of diverse and experienced workers. Besides, the company has greatly motivated its employees through better remunerations.
The Company has gone an extra mile in promoting the employee’s skills and expertise. The above is achieved through training seminars and allowing workers to further their education. Another factor is the conducive and fascinating working environment offered by the company. The article below focuses on the human resource management programs of the airline.
Recruitment, selection, and orientation
The company has put in place appropriate sourcing policies that attract a diverse variety of high-performing candidates (Jones, 2013). The approach has made the company to be a competitive employer internationally. The company has also implemented a transparent hiring procedure, which guarantees objective selection using pertinent criteria.
Through this, the company has been able to attract competitive and competent candidates (Volberda, 2012). Delta Airline’s orientation processes guarantee that new employees are informed about the company’s values, objectives, key policies, and measures.
Performance management
The company has installed a cyclical performance management system (Jones, 2013). The platform enables the firm to assess and rearrange performance targets between employees and supervisors. The system also aligns performance assessment principles with approved research success factors.
The airline’s management understands that extreme regulations or rules imposed with poor verdict are counterproductive. As such, the company’s vision, mission, and strategic objectives are some of the boundaries guiding the company’s employees.
Staff development
In Delta Air Lines, employee development is connected with performance management procedures (Jones, 2013). The company also conducts regular training and seminars. Similarly, employees are given scholarships to encourage them to further their education.
In Delta Air Lines, training is conducted to inform the employees about the company’s goals and objectives, changes in airline standards, and ways of surpassing customer expectations. Training helps the company to move forward and aim at their objectives. It also encourages employees to increase their productivity, reduce their turnover, decrease the need for supervision, improve safety measures, and increase their capabilities to use new technologies.
Remuneration and rewards
The airline acknowledges that recruitment and hiring of new employees contribute to the increase in operating costs (Jones, 2013). Therefore, the company has adopted a competitive reward scheme to reduce the employee turnover. Because the firm is among the top airlines in the world, the company’s reward system is competitive in the airline industry.
As such, the airline’s reward scheme indicates the individuals to be awarded and the reason behind the rewards. The practice has enhanced individual performance and firm’s outcomes. The reward scheme balances with the organization’s culture.
Areas that require improvement
Following the current economic situations in the aftermath of 2008-2009 recessions and increase threat from terrorism, the airline industry acknowledges that undue and poorly controlled risk could result in financial damages (Siegel, 2015). In this respect, the airline should come up with a custom-made risked management system.
The program should comprise of risk documentation, risk evaluation, risk monitoring, and risk control. Comprehensive risk management plans will enable the airline company to take risks knowledgeably, decrease risks where suitable, and endeavor to plan.
References
Jones, G. (2013). Delta Air Lines. Charleston, S.C.: Arcadia Pub.
Siegel, D. (2015). Special Issue of Strategic Organization. Strategic Organization Journal, 13(2), 163-165.
Volberda, H. (2012). Strategic Flexibility Creating Dynamic Competitive Advantages. Oxford Handbooks Online, 14(3), 23-34.