Alaska Airlines’ approach from Human Resources perspective

Alonso Jesus De las Casas Zolezzi

San Ignacio University

Course number: MA50200

Instructor: Orlando Ojeda

Due Date: 11/19/2023

 Alaska Airlines’ approach from Human Resources perspective

Alaska Airlines aims to establish a stronger bond with the everyday issues faced by individuals

who regularly or occasionally utilize its services; according to the information shared by the

company they worked under Dennis Hamel direction in human resources manners until his

retirement in 2009, and being replaced by Kelley Dobbs (Airline Industry Information, 2009),

who left the company two years later according to LinkedIn. This shows an unstable

environment and probably without a clear direction that they would like to steer over time. That’s

what they are trying to build now, their human resource approach centers around fostering

positive relationships with all stakeholders, as well as each other, to build a stronger company,

which would let them stabilize their processes and improve them over time through a

consolidated team.

In the case of Alaska Airlines aims to empower their workforce to achieving success in the

highly competitive airline industry, according to Tripathi, having an agile workforce is becoming

popular nowadays, but it's important to remember that it can only be achieved through

continuous learning (Tripathi, 2023), once the information is shared is team leader’s

responsibility to teach individuals how to learn in various ways so that they can continue to grow

and adapt.

The organization must work through internal engagements, since they seem to be more interested

in helping individuals learn and retain information. According to Pringle (2023), who did an

investigation about this, his research found that there was no particular interest, external

engagement tools or rewards were necessary to keep the people studied engaged and motivated.

Working with this, recognition and growing opportunities on their professional career during the
metrics shared could be a good option to feed their internal engagement and organization

identification, which is really important to feel part of the change they are running in the last

years and accomplish all organizational and individual goals each team member has, developing

a good group environment to be reflected to their clients.

References:

 Alaska Airlines reports appointment of new VP of human resources and labour relations.

(2009). Airline Industry Information, https://www.proquest.com/trade-journals/alaska-

airlines-reports-appointment-new-vp-human/docview/210584327/se-2

 LinkedIn. Kelley Dobbs. Consulte don 11/19/2023. (https://www.linkedin.com/in/kelley-

dobbs-9925b9a

 Pringle, T. A. (2023). A Qualitative General Descriptive Study Examining Perceptions of

the Role of Engagement Tools in the Training and Transfer of Knowledge Among

Multiple Generations in Corporate Training (Order No. 30636236). Available from

ProQuest Central. (2869183420).

https://www.proquest.com/dissertations-theses/qualitative-general-descriptive-study-

examining/docview/2869183420/se-2

 Tripathi, S. (2023, Aug 25). Lifelong Learning Culture Empowering Existing

Workforce. Business World, https://www.proquest.com/magazines/lifelong-learning-

culture-empowering-existing/docview/2856723241/se-2