Guro, Abdullah B.

HRDM C2021

Case Study 4
Title: The “People” Focus: Human Resources at Alaska Airlines

Summary:
The Alaska Airlines of Human Resources, it demonstrates how the organization values its people
and promotes a culture of excellence and customer service. It includes interviews with a range of staff
members, supervisors, and executives who discuss their experiences and perspectives on how Alaska
Airlines promotes their personal and professional development. It also shows a few of the perks and
recognition initiatives that Alaska Airlines provides for its staff, including bonuses, honors, and
scholarships. It attempts to show how Alaska Airlines' human resources policies contribute to its
performance and standing as one of the top airlines in the business.

Statement of the Problem:

The main challenge for Alaska Airlines is how to manage its human resources effectively and
efficiently. Because of the industry's high level of competition and dynamic nature, airline employees are
required to constantly adapt and innovate. Alaska Airlines has a strong reputation for customer service
and operational competence, but to remain competitive, it must also attract, hold onto, and motivate its
staff. Additionally, graphs and charts with color coding are extensively used to give staff feedback on
performance relative to important indicators.

Point of View:
The people are the company's biggest asset, according to Alaska Airlines. They are dedicated to
fostering an environment that values our customers and workers and promotes inclusiveness, respect, and
empowerment. Through the recruitment, training, and retention of talented, diverse individuals with a
passion for aviation and customer service, the human resources team plays a crucial part in advancing this
vision.

Objectives:
> The significance of treating workers fairly to raise the employment rate.
> To offer perks and pay that are both competitive and rewarding of performance.
> To match the company's strategic goals and customer needs with its human resources policies and
procedures.

Swot Analysis: -

STRENGTH:
- The workforce is prepared to take greater responsibility and the unknowns that that extra duty that goes
along with it.
- Preparing for the growth and transition of leadership.
- Employees are very committed to the company

WEAKNESSES:
- Different employees have different personal characteristics and work attitudes.
- No Vision nor Plan

OPPORTUNITIES:
- Improving staff wellness and safety programs.
- The introduction of new training and growth may change.
- Development of possibilities for commercial location as well as for fun.

THREATS:
- Rising competitiveness and client demand.
- preventing the company's standards from becoming unreasonably high.