下面为大家整理一篇优秀的essay代写范文- Human resource management of Singapore airlines，供大家参考学习，这篇论文讨论了新加坡航空的人力资源管理。如今，新加坡航空公司已经成为国际公认的世界级航空公司。新加坡航空作为一家以服务为导向的公司，以其高质量和有效的人力资源管理为公司的战略目标做出了突出贡献。在新加坡航空公司，员工的工作不仅能得到保证，而且他们的个人竞争力也会得到提高。
Singapore Airlines has become an internationally recognized, world-class airline company. Singapore Airlines as a service-oriented company, its high quality and effective human resources management for the company to achieve the strategic goal to make outstanding contributions. Singapore Airlines through innovation and unparalleled human resource management model competition in the aviation industry environment has always maintained a sustainable competitive advantage.
The Singapore Airlines was established in 1947.Singapore Airlines is famous in the world airline industry not only because their longest and most comprehensive in the industry, their focus on offer excellence service.
http://www.51due.net/writing/essay/sample31896.html
Airline competition in the aviation industry has always maintained its brand image and competitive advantage through the five main factors. First, the rigorous selection and recruitment system. Second, the broad and extensive training and staff training. Third, successful service delivery team formation. Fourth, give front-line employees the right to control the quality of service. Fifth, the motivate staff.
This article aims at analyzing the SIA’s human resource systems which support the company business goals and the human resource function keeps the strategy consistency with their company strategy. First, this article is about the analysis of Singapore Airlines as a service supplier, using the best practice way to ensure the company keeps substance competitive advantages. Second, introducing SIA using best fit approach to ensure company human resource strategy fit for keep competitive advantage and business strategy.
The SIA’s goals and objectives are described by the superior which is statement in Jochen Wirtz, et al. research as following: First, ‘deliver the highest quality of customer service that is safe, reliable and economical’. Second, ‘generate earnings that provide sufficient resources for investment and satisfactory returns to shareholders’. Third, adopt human resource management practices company-wide that attract, develop, motivate and retain employees who contribute to the company’s objectives’. Fourth, ‘maximize productivity and utilization of all resources.’
Company to have the best practice ideas, then the company is preferred to adopt a common approach. In this view, he thought that the company identified and implemented best practices, and then such a company is bound to progress and improve.
Best practice methodology for SIA is clear and the implementation of a proper means of human resource management can help companies improve their competitiveness, create better performance and its stakeholders and benefit the interests of employees. In the implementation of this strategy, SIA also have to ensure the implementation of these strategies, strategy implementation to ensure balance. When Singapore Airlines ' best practice ' to achieve balanced and synergistic, it will bring more good performance for the company performance. As a result, they said approach covers different related prescriptive models of human resource management such as high-commitment, high-involvement, high-performance work system, and mutual gains models (Shields 2007, p. 90).
Singapore Airlines not only has excellent human resources management team, and there is a clear criteria for the optimal method, these two points to ensure that Singapore Airlines in the implementation of human resource management strategy, while effective measurement and monitoring of company performance, and performance. (Armstrong, 2006)
‘Building profits by putting people first’ said by Pfeffer’s (1994) who also claimed a well known model that statements seven mainly human resource practices which shown as: employment security, selective hiring, self-managed teams, high compensation contingent on performance, training, reduction of status differentials and sharing information.
Jeffrey Pfeffer (1994) defined employment security in his book ‘Competitive Advantage through People’ as ‘a guarantee of employment stating that no employee will be laid off for lack of work.’
Singapore airlines began with the strategy of human resources management, the most basic human and important position. In the description of the case, Singapore airlines recruiting can be thought of as first hired three percent of applicants, after training and try again eliminated five percent. This will ensure that the company's staff has the unique individual ability and in the company's standard and can provide perfect service. This layer upon layer of the screening process avoids the work again in the shortage of the employees find again, making it a chance to work employees lose and guarantee. Through the Singapore Company’s case, we can find many young people because of our human resources management system, are very eager to get the opportunity to work in Singapore airlines. And, in the experience of our work, not only for employees of the ability it through training and company culture of our influence, and they your CV in Singapore airlines such company experience but also for their future development to lay the foundation. Say so, in our job, not only the staff's working to get guarantee and their personal competitiveness also will be improved.
In addition, according to Ms Lam Seet Mui’s words, SIA seems employees as an individually unique element for company’s human resource management. Singapore Airlines and other companies in different places is delegated authority for front-line staff and service standards to maintain consistency. Such employees have personal jurisdiction at the same time, reducing the chance of error, in order to ensure stable performance of their work.
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Singapore Airlines has become an internationally recognized, world-class airline company. Singapore Airlines as a service-oriented company, its high quality and effective human resources management for the company to achieve the strategic goal to make outstanding contributions. Singapore Airlines through innovation and unparalleled human resource management model competition in the aviation industry environment has always maintained a sustainable competitive advantage.
The Singapore Airlines was established in 1947.Singapore Airlines is famous in the world airline industry not only because their longest and most comprehensive in the industry, their focus on offer excellence service.
http://www.51due.net/writing/essay/sample31896.html
Airline competition in the aviation industry has always maintained its brand image and competitive advantage through the five main factors. First, the rigorous selection and recruitment system. Second, the broad and extensive training and staff training. Third, successful service delivery team formation. Fourth, give front-line employees the right to control the quality of service. Fifth, the motivate staff.
This article aims at analyzing the SIA’s human resource systems which support the company business goals and the human resource function keeps the strategy consistency with their company strategy. First, this article is about the analysis of Singapore Airlines as a service supplier, using the best practice way to ensure the company keeps substance competitive advantages. Second, introducing SIA using best fit approach to ensure company human resource strategy fit for keep competitive advantage and business strategy.
The SIA’s goals and objectives are described by the superior which is statement in Jochen Wirtz, et al. research as following: First, ‘deliver the highest quality of customer service that is safe, reliable and economical’. Second, ‘generate earnings that provide sufficient resources for investment and satisfactory returns to shareholders’. Third, adopt human resource management practices company-wide that attract, develop, motivate and retain employees who contribute to the company’s objectives’. Fourth, ‘maximize productivity and utilization of all resources.’
Company to have the best practice ideas, then the company is preferred to adopt a common approach. In this view, he thought that the company identified and implemented best practices, and then such a company is bound to progress and improve.
Best practice methodology for SIA is clear and the implementation of a proper means of human resource management can help companies improve their competitiveness, create better performance and its stakeholders and benefit the interests of employees. In the implementation of this strategy, SIA also have to ensure the implementation of these strategies, strategy implementation to ensure balance. When Singapore Airlines ' best practice ' to achieve balanced and synergistic, it will bring more good performance for the company performance. As a result, they said approach covers different related prescriptive models of human resource management such as high-commitment, high-involvement, high-performance work system, and mutual gains models (Shields 2007, p. 90).
Singapore Airlines not only has excellent human resources management team, and there is a clear criteria for the optimal method, these two points to ensure that Singapore Airlines in the implementation of human resource management strategy, while effective measurement and monitoring of company performance, and performance. (Armstrong, 2006)
‘Building profits by putting people first’ said by Pfeffer’s (1994) who also claimed a well known model that statements seven mainly human resource practices which shown as: employment security, selective hiring, self-managed teams, high compensation contingent on performance, training, reduction of status differentials and sharing information.
Jeffrey Pfeffer (1994) defined employment security in his book ‘Competitive Advantage through People’ as ‘a guarantee of employment stating that no employee will be laid off for lack of work.’
Singapore airlines began with the strategy of human resources management, the most basic human and important position. In the description of the case, Singapore airlines recruiting can be thought of as first hired three percent of applicants, after training and try again eliminated five percent. This will ensure that the company's staff has the unique individual ability and in the company's standard and can provide perfect service. This layer upon layer of the screening process avoids the work again in the shortage of the employees find again, making it a chance to work employees lose and guarantee. Through the Singapore Company’s case, we can find many young people because of our human resources management system, are very eager to get the opportunity to work in Singapore airlines. And, in the experience of our work, not only for employees of the ability it through training and company culture of our influence, and they your CV in Singapore airlines such company experience but also for their future development to lay the foundation. Say so, in our job, not only the staff's working to get guarantee and their personal competitiveness also will be improved.
In addition, according to Ms Lam Seet Mui’s words, SIA seems employees as an individually unique element for company’s human resource management. Singapore Airlines and other companies in different places is delegated authority for front-line staff and service standards to maintain consistency. Such employees have personal jurisdiction at the same time, reducing the chance of error, in order to ensure stable performance of their work.
想要了解更多英国留学资讯或者需要英国代写，请关注51Due英国论文代写平台，51Due是一家专业的论文代写机构，专业辅导海外留学生的英文论文写作，主要业务有essay代写、paper代写、assignment代写。在这里，51Due致力于为留学生朋友提供高效优质的留学教育辅导服务，为广大留学生提升写作水平，帮助他们达成学业目标。如果您有论文代写需求，可以咨询我们的客服QQ：800020041。
51Due网站原创范文除特殊说明外一切图文著作权归51Due所有；未经51Due官方授权谢绝任何用途转载或刊发于媒体。如发生侵犯著作权现象，51Due保留一切法律追诉权。-ZR
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