Southwest Airways is a well known firm featured in our textbook. All through the course, you’ll tackle the fictional function of an intern at Southwest Airways Human Assets. You’ll make the most of the textbook and different skilled sources to finish your assessments.
Your first weeks on the job are stuffed with studying the ins and outs of Human Assets and the trade. Your supervisor informs you that one among your initiatives is to help with a brand new HR technique for the corporate. This technique is damaged down into three components that you just’ll work on all through the course. They’re:
Analyzing present practices
Expertise recruitment and choice
Your first job for this competency evaluation is to look at Southwest’s present HR practices, as reported in public sources.
Obtain and Assessment the Rubric!
Obtain and save the Competency 1 Evaluation Rubric and use it as a information when finishing your evaluation.
Look at Southwest’s present HR practices, as reported in public sources. Obtain the HR Design Choices worksheet. Full the worksheet together with your assessment and rationale of the weather listed under to resolve the place Southwest Airways’ HR practices fall.
Staff as bills vs. staff as property
Compensation under market, above market, or aggressive
Spontaneous coaching and improvement or deliberate coaching and improvement
Particular job descriptions or basic job descriptions
Exterior or inside recruitment, or each
Restricted socialization of latest staff or in depth socialization
Collective bargaining or particular person bargaining
Help the evaluation with proof from sources on the internet. Doable sources for data embrace however aren’t restricted to:
Group web site and related web sites
Vault Campus consists of detailed evaluations and survey details about what it’s prefer to work at Southwest. To entry Vault Campus, go to eCampus and click on PhoenixLink.
Web sites focusing on firm evaluations and job postings
Journal and journal articles from the Web or College Library
Submit your project.
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