Jetblue Airways: Starting from Scratch Essay

At the beginning, JetBlue management set the tone for themselves that they would be distinguishable then other airlines. To do that they set values for all employees from superlative degree to bottom to follow and they set up an attractive requital and a unique bene concurs package that would allow for successful recruitment and retention of employees, small-arm significantly reducing the chance of a trade union moving into the giving medication. lucifer troth Opportunity LawsThere be certain Equal Employment Opportunity equityfulnesss that every employer should be aware of and use up as guidelines when evolution a forgeing relationship with employees and perspective employees. These justices protect employers and employees and enhance the boilers suit association between the two. Three Equal Opportunity laws that impact JetBlues hiring practices areTitle VII, Civil Rights portrayal of 1964, Amended 1972One of more Equal Employment Opportunity laws, the Civil Rights Act whitethorn be the most outstanding law as it prohibits an employer from discriminating against an individual found on race, religion, color, sex, and age. This protection from discrimination c overs the areas of hiring, firing, promoting, compensation, or in terms, conditions, or privileges of employment. (Mondy, 2008)Americans With Disabilities Act, 1990 only when put, this law prohibits employers from discriminating against anyone with a qualified disability. This law establishes that an employer must call reasonable accommodations for a disabled person in the run forforce that does non create an undue hardship to the employer. Examples of those accommodations are updating facilities to attend the postulate of the disabled employee adjusting work schedules and updating equipment that a disabled employee could use.Age distinction in Employment Act of 1967, Amended 1978, 1986 This law was created to protect employees over the age of 40 from employment discrimination fou nd on age. The law also prohibits employers from forcing employees into retirement. The Age Discrimination Employment Act applies to both employees and transaction applicants.JetBlues Recruitment EffortsA key internal recruitment drift that JetBlue utilise was to seek referrals from existing employees. This effort is best illustrated with the buffs. JetBlue set step up to hire employees who belong with the organizations vision and in excrete they offered employees flexible sentence, pay and makes and earmarkd the pilots with updated technology and nurture. The goal of setting up set and different employment packages was to certify the staff that JetBlue cared approximately them. This in consider caused employees to be more loyal than at other airlines and soon line spread and people wanted to work for JetBlue. According to Dave Berger, JetBlue COO, the happy pilots were a great source for recruiting their friends from competing airlines. (Hoffer, 2001)Externally, Je tBlue placed one strainified ad in a Salt Lake City newspaper seeking interested applicants for the shoes of reservations agents. This single local advertisement resulted in JetBlue hiring over 500 reservations agents and compile a waiting list of 2,500 interested applicants. (Hoffer, 2001)The one advertisement was so successful because it enticed prospective employees with a flexible work schedule, standard pay with a bonus if they took calls whenever needed, and they provided computers and necessary equipment to the staff members so they could all work from home.JetBlues Personnel SelectionJetBlue created five value that would be used to make decisions in all areas of the organization including gay Resources. Those Values are Safety Caring, Integrity Fun and Passion. JetBlue then went into detail with the Values to grow standards of desirable and unwanted behaviors (Hoffer, 2001) and used those standards in asking prospective employees about past behavior. JetBlue set out to hire people who best fit those Values. When interviewing an applicant for a mechanic position, the applicant was asked to recall a cadence when integrity was an issue in his previous employment. (Hoffer, 2001)The mechanic described a time when he was pressured to sign off that an air visualisee was ready for an worldwide flight when in fact it was not. The applicant explained he refused to certify the aircraft and was subsequently fired. JetBlue hired this applicant because he fit the Values of the organization. Ann Rhoades, executive guilt president human resources, explains that she didnt offer a prospective pilot a position because of what she perceived as his arrogance. Arrogance doesnt fit into the Values JetBlue set for its organization.During an interview with a pilot applicant, the pilot was asked to converse a time when he was encountered with a customer request that was in conflict with keep company polices (Hoffer, 2001) and explain how he addressed the request. His response was compared to the Values and whether or not it fit into the definition of desirable or undesirable behavior. JetBlue used a method of utilizing multiple interviewers and for each one of those interviewers had to agree onward an offer of employment was made. Utilizing the group interview method, JetBlue was providing those employees on the team a sense of ownership and autonomy which further enhanced employee satisfaction.Three Factors that capture a Performance Appraisal SystemWhen utilizing a performance estimate dodge, an organization should be aware of the internal and external divisors that influence the outcomes of much(prenominal) appraisals. One example is legislation. Any time an employer is dealing with an employee or capableness employee, they must ensure they are not discriminating against any defend class. During the performance appraisal process, the employer needs to have systems in place that assures no discrimination or negative impact of a prot ected class or group occurs. These are the same requirements described above in the Civil Rights Act Age Discrimination in Employment Act and the Americans With Disabilities Act, 1990.Another factor to consider is motor unions. If an organization has a labor agreement with an organized union, they may get push back from the union on the subject of Performance Appraisals. Unions generally encourage pay increases and promotions establish on seniority, not on merit. As such, they are known to differentiate any emblem of performance appraisal system.A third factor is completely under the control of an organization and that is corporate culture. The culture at bottom a company can have either a negative or positive impact on the performance appraisal system and is dependent on the attitude from the top down. Employees are likely to not have confidence in the performance appraisal system if the organization does not encourage an environment of high performance, teamwork, and personal development. The lack of leap out by the organization, causes mistrust by the employees in all areas of human resources.360-Degree Feedback paygradeThe 360-Degree Feedback Evaluation is used for development of employees and teams and can be helpful in identifying target areas such as building on strengths of an employee or identifying and charge development needs. By utilizing feedback of an employees coworkers, supervisors, and customers, 360-Degree Feedback provides a more balanced military rating then one that could be influenced by a disgruntled supervisor, comrade or customer. The system allows the organization to develop succession plans which is important internally and externally because it gives the employees confidence that the organization has future plans for growth. By using this system, a company can create a professional development and training program that is focused on employee needs, enabling the employee to be successful which in turn, helps the company be successful.Rather than relying on financial goals to measure an employees contribution to the organization, JetBlue utilizes the 360-Degree Feedback Evaluation process. JetBlue customized the process calling it the 320-degree feedback process, a play on the name of their aircraft, and uses it to date whether or not employees are meeting the companys five core values. Because these core values (safety, caring, integrity, fun, passion) all now relate to peers, supervisors and co-workers, JetBlue is able to get a direct assessment of each employees performance and ability to meet the five core values.Employee-Related Factors indwelling in Determining Financial compensationWhen addressing the issue of employee compensation, an employer must rootage evaluate the project by conducting a job analysis to determine the requirements and conditions of the position. Once the analysis is complete, the employer is able to attract and retain qualified individuals. When hiring, it is importan t to consider the applicants experience, performance, skills and competency before determining the correct compensation for the future employees.ExperienceExperience enhances an employees performance and is set by employers. Determining if an employee has valuable insight and basic knowledge of the job is an important variable in establishing compensation.PerformanceRewarding employees with pay based on their performance and productivity frequently motivates them to do better. Many companies use the merit-based system by rating employees performance and increasing pay.SkillsCompensation is abouttimes based on an employees ability to effectively show their ability to perform particular tasks.CompetencyCompetencies are oftentimes associated with an employees attitude and values. Many companies find these competencies just as important as skills, education and experience.Discretionary Employee BenefitsDiscretionary advances are just that, at the dainty of the company. They are no t required by law, but are increasingly just as important to employees as is their pay. Discretionary well-beings may let in paid time off, profit sharing, and health care benefits.Paid meter OffTo provide employees with a work-life balance, time away from work is oftentimes paid through vacation, sick or paid-time-off plans. The time off benefit is usually offered to full-time employees and allows for paid, stress-free rest time that benefits the employees mental and forcible health. Employee time off also benefits the company because a rested, stress-free employee is more ample then if no time off or unpaid time off had been given.Profit SharingProfit sharing is a plan that distributes a pre-determined percentage of profits to employees. For those organizations that offer profit-sharing, it is often only offered to full-time employees who have met a vesting period. Profit sharing not only incentivizes employees to meet corporate goals with the goal of achieving maximum profits , but it also benefits the company by valuing long-term loyalty.Health BenefitsHaving access to affordable health care is a priority for most people and is a great consideration for many other(prenominal) when accepting a job. Many full-time and part-time employees fill this benefit from their employer throughout the United States. With the new National Health Care law passed last year, it will now be expected that employers provide some type of health care insurance coverage to their staff if the law is held up in court.JetBlues Incorporation of Discretionary BenefitsJetBlue is known to provide generous discretionary benefits to all of its employees. These benefits include a flexible work schedule, heath care insurance, paid time off, and 401K plans.JetBlue set out to build employment packages that support the different needs of their employees. In setting up the varying types of discretionary benefits, JetBlue believed it would attract staff and create loyalty. An example is th e type of packages offered to the flight attendants. There are several packages for the different types of people who may fill the flight attendant positions. A recent college graduate may not be looking for long-term retirement packages a family-oriented staff person may be looking for flexible hours and healthcare benefits and another may be looking for a career in the application and would require long-term benefits such as a 401K. Each of these individuals would receive a package that is customized to meet their specific needs.The additional benefit of works from home for the reservation agents in Salt Lake City allows the employee flexibility that does not necessarily require them to change their familys schedules which is a great benefit for many people.REFERENCESHoffer, J.G and OReilly, C. (2001). JetBlue Airways Starting from Scratch. Boston Harvard Business School Publishing. Pp. 58-77 (Hoffer, 2001)Mondy, R.W. (2008). Human Resources Management. Upper Saddle River, New Je rsey. Pearson, Prentice Hall. (Mondy, 2008)