Answered You can buy a ready-made answer or pick a professional tutor to order an original one.
Good evening, I need assistance with completing this assignment. (must be free of AI detection) Competency 1 Assessment Instructions Southwest Airlines is facing tough competition and needs to update
Good evening, I need assistance with completing this assignment. (must be free of AI detection)
Competency 1 Assessment Instructions
Southwest Airlines is facing tough competition and needs to update how it handles HR—things like hiring, training, and keeping workers happy—to stay on top. They've decided to hire you as an HR consultant to help them update their current HR strategy. As a first step, you’ll need to get a better understanding of Southwest’s current HR practices.
Research Southwest Airlines’ current HR practices using information from public sources.
Complete the HR Design Decisions worksheet, where you'll examine several key components of HR management.
The worksheet contains specific instructions for examining each HR element. Each of your evaluations should provide a rationale for your choice, supported by evidence from credible sources. This might include company reports, industry analyses, employee reviews, and academic resources.
Cite your sources. Use the References section of the worksheet.
- Make sure to give credit to any sources you use by including both in-text citations and a list of references. You can see how to do this in the APA 7 manual or in the University Library. Here's a quick example:
- In-text citation example: According to Hubbart (2023), resistance to change is . . .
- Reference example: Hubbart, J. A. (2023). Organizational change: The challenge of change aversion. Administrative Sciences, 13(7), 162. https://doi.org/10.3390/admsci13070162
- You don't have to follow this citation style perfectly, but it's important to show which ideas are yours and which come from other places when you're doing your assignments.
- @
- 4 orders completed
- ANSWER
-
Tutor has posted answer for $25.00. See answer's preview
********** ** ********** ********** *** HR Design *************** ************************ of *** **** **** ****** ********* ** employeesChoice: Employees ** *************** *** *** regard ** ****** as * cost ******* *** ******* explored its ********* as ** investment *** ******* ******* *** **** ********* **** *** **** ******* ** **** ******* ******* *** ******* ********* Airlines ****** ******** **** *** **** components of ** ************** culture *** ** support *** ******* ********* **** * ****** is *** ***** *** ********** ******* it gives ********* *** feeling **** **** *** ********* ************* Optimism ******** ***** ** ****** ******** *** ********* ** * firm would *** ** performing **** ***** *** Boudreau (2016) ******* **** firms **** ******** ***** staff ** *** **** valuable ******** ******** get a ******* edge ** ***** *********** This approach is *** **** as *********** service-oriented ********** *** ** ******** Southwest's ********* ************************ as ***************** ** assetsCompensationChoice: Above ********** **** ****** ***** ********* **** *** *** ***** ********** as **** ** reward you **** ******** ******** ****** *** ***** ***** employee Through ****** sharing ********** benefits and ****** ** extremely competitive ******* ** ******* ******* often interpret ****** rewards as * **** that the ******* *********** ***** work *** ** ****** ** ** **** ** **** At ********* ******** pay acts ** * *** factor ** motivating employee dedication *** ************ the **** of *** ********* (Southwest ******** 2025) **************** salary ********** *** not **** ****** employee ******** *** **** **** *** ********* **** ***** ** the ******* Milkovich et **** ****** investigation ****** **** ******** ***** ***** *** ******** ******* ** *** of *** most ********* methods *** ********** ********* Therefore *** ********* ** **** likely to stay ********** ** their ***** show steady levels ** work and **** ******* ******* ******* quality throughout *** companyBelow marketCompetitiveAbove ************** *** DevelopmentChoice: ******** ******* of Southwest's HR ******* **** ***** ********* ** ** ********* ** ********** development *** company **** not ****** ** ****** learning *** ***** * ***** investment ** ********** ******** ********* ******** (2025) ********** *** ******** opportunities *** **** ***** of ********* ***** develop ****** ** ******* *********** *** ******* ****** *********** ************* Knowledge breeds awareness ***** ** **** encourages ****** ** be **** ************ *** ********* ** their **** ****** ***** ** *** ***** **** Noe (2020) ******** **** employees who have **** ******** **** ******** *** *********** ************* ****** **** productive *** ****** *** ************ to ***** ************ Southwest ** * ****** ******* of * company **** is ******* ******* a ******** *** ********** ******* ******** ** the ***************************** ******************* ********* *** culture ** *** ********* *** ******* flexibility ***** to **** become **** ********* than ************** Employees *** encouraged ** ********** to the ***** ************** ********** when ****** ********* ******** ****** ********** the ******** and ************* ** *** ************** structure ******* *** descriptions *** ** being ********** ** ******** *********** needs **************** can trigger a ***** of ********* in ******* **** ** *** **** ** ***** ******** ***** According to Dessler (2020) ***** is ******** that wider **** ************ *** ****** ************ *** ******** ********** ** ***** *********** ******** ** provide ********* and **************** **************************************** InternalPromotion ** a *** ********* of *** ********** ********** at ********* * ***** **** ********** *** management positions *** ****** **** internal ********** *** **** **** ********* through ******** efforts Southwest ******** ****** ******* ** ******** ********* ** **** ****** ** ***** *** career ****** ** ** a fact **** ************** ******* * **** **** ** *** ********* ******* *** ****** ** * clear *** ****** **** ** *********** ***** them a ***** ** *********** *** ****** *** self-enhancement The ********* ****** of ************** ********** is ********** ********** ** *** ********** ** ********* chances ** **** Phillips *** ***** ****** ***** that ******** *********** *** **** ***** ********** **** ********* *** ********** at higher levels The ******** at *** **** time guarantees * close-knit **** culture *** a ****** **************************************** *** ************* ** *** **************** ****************** does * lot ** *** *** ***** up *** ******* on the ************ ** *** ******* *** *** ****** Early ************* **** in ******* **** employees and ******* ***** ****** **** **** ************* ********** *********** help ** employee **** * ********** ********** and ****** **** ********* ********* Airlines ****** highlights the ********** of * ***** ******* for *** ****** ******** journey *** ********* *** ***** to **** a significant ************ ****** with ************ expectations Better confidence *** belonging *** ** a ******** ****** ** morale and engagement The ****** aligns **** ********* ********** *** ******* *** *********** ** *** culture ********** the ****************************************** CollectiveCollective ********** ********* ** **** a ***** **** in *********** labor relations ** Southwest ******** ******** ********** ********** ***** different ****** ** workers ****** *** ******* ******** supports *** ******** ** ******** ******** relations ****** ** al (2019) ********** **** **** employer-employee ************* help to **** ********** more ****** *** ** the **** **** boost ************** performance ********* ** ***** study ********* *** elements ** ***** cooperation *** mutual ******* between ********* *** management ** * *** of ******** value Southwest ******** (2025) **** ** emphasis ** **** communication ** *** of *** ways to **** employees voice ***** ******** *** ******* ***** ****** ** the workplace Research shows **** when employees ********** ******** **** **** ** ******* greater ***** ** ***** ******* *** display ****** ****** ** ********** to ***** **** Content **** fairness *** ******* ******** the ***** ** ************* **** ********* more ********** and ** a ****** ** ******** * better ********** ** *** workplace ******** **** a ************ ****** ********* **** *********** people-first ***** and the ********* ongoing efforts ** *** the business sustainablyCollectiveIndividual ReferencesBauer * N ****** Onboarding *** ********** Maximizing ******* **** **************** * * ***** ******** * * ****** The ****** *** ****** *********** From international ** ** ****** ********** ******* ** ***** Business ***** **************** G (2020) ***** ******** ********** ***** *** ************* * * **** * C ***** ******** * * (2019) The transformation of ******** industrial ********* ******* ********** ************** * * ****** * * ***** ******* B (2023) ************ ***** *** *********** ************ * * (2020) ******** ******** and *********** **** *** *********** EducationPhillips * * & Gully * M ****** Strategic Staffing **** *** **************** ******** People *** Culture *************** ******** (2025) ****** and ******* ********* ******** ********* from ********* ******** corporate citizenship ***********
