The aspect of Human Resource Planning dates back to around the 1970s. Entailed to determine how much effect a new employee would contribute back into the organization. In layman’s terms, we can say, the process of ensuring that the workforce in the firm is adequately qualified and essentially equipped and ready for the work at hand that they are yet to commit. It Is done through proper scrutiny and analysis so that the organization’s goals are factored in and adequately met fully (Mello, 2014). Human Resource Plan is greatly concerned with the success of the business and the kind of strategies to use to ensure that talented resources are acquired, retained, motivated, and integrated to make others learn from them. Human Resource planning has some advantages, and this would also help us see why this process is vital and is of essence to the related firm. It helps with uncertainty reduction, Environmental adaptation, ensuring focus and objective achievement, The control of the human resource the utilization of the human resource.
In developing a Human Resource Plan, we will pick the Delta airlines company. We chose this organization since it’s one of the oldest with a history running from 1925, when it started as a Huff Daland Dusters for crops, to be the first airline to launch a Convair 880 jet service. With the great history of 97years of existence. It has undergone various organizational shifts and culture in the last five years that have resulted from innovation since they have been striving to better the services they provide, bearing in mind the nature of competition they have.
Delta Airlines, change in organizations and culture has greatly attributed to bringing smiles to the faces of the employees up to as last as 2021. the CEO Ed Bastian had to devise a method to ensure that most company employees were not a layoff. The only option would be involuntary furloughs. The company HPR came up with a new technique that helped them even come up with the means to spread the word and come with other fresh responsibilities for the people to do. (Kaufman, 2013) he says how this method helped immensely in the airline climbing back up to the five best-doing companies. Delta airline always had a culture of Profit-sharing with its employees. They even had their valentine strictly be the day for sharing their profits in 2013, and the company shared cumulative amounts of up to about $1.3 billion (Shen, 2017). In the attempts to revive itself, the company had to shun away from this; they had to change and instead opted to use that money to purchase an oil refinery, which helped them rise and get to their feet again.
In a much stronger bid to strengthen their ways as a people, the industrial consolidation had to start. In turn, a committee was formed and tasked with cutting deals with other like-minded organizations as this would help them execute merger deals and get approvals even to traverse further.
Before all these innovative culture-driven changes, Delta airlines had an adverse. They had a compensation scheme for the employees and a profit-sharing culture. At this time, most writers have said that it seemed the company hadn’t woken up to its reality. It warranted them the most charitable organization and employer in the industry (Reed, 2018). It made all the delta employees evade the idea of joining SACCOs and unions ultimately. They had encompassed Delta culture before the shift had strong Ethos and Pathos: honesty, perseverance, and servant leadership. The employees take part in crucial decision-making meetings, and the employees could also constantly access the employers and present their views directly. Their culture was the definitive aspect of how successful they would become.
I would recommend that Human Resource Plans for Delta company are; Initiate a Volunteers unpaid charitable program for the company and have them be part of it.
Have the government advertise an un-paid internships program and have interns take part in most of the basic levels in the company but keep the crucial sections for the experts to take care of it. I would initiate a multi-job initiative, whereby the person specializing in a specific work area is obliged to help with working in the other related section. It would help me cut the cost of the extra employees in the company.
In conclusion, some of these interventions have been essential and have helped the Delta airways Company keep afloat and run for the rest of its time. An investment of $1000 in the company as of 2010 would be worth $7,600 in 2020. It is a clear show of price appreciation over time as it is.
References
Ananth, P., Reed‐Weston, A., & Wolfe, J. (2018). Medical marijuana in pediatric oncology: A review of the evidence and implications for practice. Pediatric Blood & Cancer, 65(2), e26826.
Kaufman, B. E. (2013). Keeping the commitment model in the air during turbulent times: Employee involvement at Delta Air Lines. Industrial Relations: A Journal of Economy and Society, 52, 343-377.
Mello, J. A. (2014). Strategic human resource management. Cengage Learning.
Shen, C. (2017). The effects of central US domestic airline code sharing and profit-sharing rule. Journal of Economics & Management Strategy, 26(3), 590-609.
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