Human Resources Management Case Study: Allegiant Airline

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Background of Allegiant Airline Allegiant Air is an American low-cost airline owned by Allegiant Travel Co. that operates scheduled and charter flights. Allegiant Travel Company is a publicly traded company with 2,848 employees. It has over $2.6 billion USD market capitalization. The corporate headquarters allocate at Summerlin, Nevada, a suburban neighbourhood in Las Vegas. Allegiant Air was founded in 1997 and it’s under the name WestJet Express. It charter domestic operations in 1998. After a dispute with West Jet Air Center of Rapid City, South Dakota, and with the name's similarity to WestJet Airlines of Calgary, Alberta, the airline adopted the name Allegiant Air and received its operating certificate for scheduled. The airline also …show more content…
It helps to circulate the recruited resources for the organizational activities. Human resource planning is a process that systematically identifies current and future human resource needs based on the mission, vision and strategic objectives of an organization. It keeps the organization supplied with sufficient amount of people for the organization’s business grows and changes in the future. A strategic plan and scheme ensure that the organization has the right number and quality of people to work in the organization. Hence, the human resources management team plays an important roles on managing and matching employees with the job functions that meet their skills and interests. For an example, balancing the demand and supply of workers, controlling the cost of human labour and formulating policies on transfer, succession, and relocation of manpower. Human resource planning is a continuous process. Thus, the overall plan for fulfilling human resource requirement will always be improved and the new resources acquired will always be …show more content…
Those actions must be organized with a process methodology to make the workflow efficient and the action steps clear for the implementation. The outcome process should have the necessary characteristics of an interaction process between top management, HR professionals and employees. The process creates interaction opportunities for all parties within the organization to internalize the strategic objectives and to cooperate for achieving them. Formulate is the primary role of the top management. There are mainly 2 approaches to strategy formulation process. In the former, the principal focus of interest is the link between strategy and the external environment. The starting point is the internal environment “resources” of the company. It’s also called the resource-based approach. Spread, top management feel the real pain is how to inform everyone in the business. HR provides the organization help corporate leaders deploy the strategic initiatives that are required to implement predefined strategies. Strategy deployment is a service that is in significant demand by CEOs, executives and other business unit leaders because they frequently have not made the desired progress to successfully implement their strategic objectives. At the implementation stage, HR are used to interpret the strategic word into daily actions and follow up the realization. Classical

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