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新加坡航空公司雇佣员工的目的就是为公司聘用最合适的人员。新加坡航空公司人力资源管理部门严格按照要求，使用不同的招聘策略，采取外部招聘和其他可靠的方法来招聘。例如，新航的招聘过程是相当复杂和苛刻的。人力资源经理做了大量的选择，目的就是选择最适合公司的员工。 Singapore Airlines is the purpose of selective employment to the company in order to employ the most appropriate staff. The use of selective employment must request Singapore Airlines strict management of human resources management and external recruitment, good use of interview strategies, and can use other methods to recruit for the company. For instance, SIA’s recruitment process is complicated and harsh. The HR managers do in heavily in the choice to choose the most suitable for company employees. 新加坡航空公司的新标志可以用来鼓励，它不仅可以降低公司的成本，帮助企业完成成本领先战略，而且能有效地激励员工，并得到员工的一致认同。 For example , a symbol of the new Singapore Airlines sometimes used to encourage , not only can reduce the company's expense , to help companies complete the cost leadership strategy , but also can effectively motivate employees so that employees be recognized. 这种垂直整合的方式是一种人力资源管理和控制方法。人力资源管理和提供产品服务是同等重要的，人力资源战略和公司的目标，是需要被同时兼顾的，二者缺一不可。 This vertically integrated approach is a human resources management and control style. Human resources and provide the products and services linked at the same time, the human resources strategy and the company's objectives, never to meet common needs. Pfeffer & Veiga, (1999) point out that Effective use of teams within the company, the company's strategic goals to achieve an important part. The most critical thing is to help organizations shift from the centralized control of PEER BASED CONTROL SYSTEM. For example, SIA divided their service stuff as different team which is better to control and supervisor. Moreover, the team developing and training is helping the HR do contribution for company strategy. Effective compensation strategies used by the company if it can help companies create high- commitment. The compensation strategy can be used not only financial means, sometimes; non-financial measures can be used as a good way. Delery and Doty (1996) pointed out that in order to better implement this compensation strategy, effective performance assessment and measurement should be valued by the company's human resources department. This assessment can be used not only for individual performance, as the unit can also be a team. Pfeffer (1995) pointed out that a lot of training and retraining for employees to complete the company not only a commitment to achieve the ultimate goal is to help companies improve performance. SIA’s training system is famous in the world. Everyone within the company known that training is a key element for company achievement. HR in SIA does the best resource distribution when training. Approach aims to reduce the differences in position for the company to create a flat organizational structure. This company’s overall 'OVER FLOW' will increase. It can effectively reduce repetitive tasks When HR Using this method. MacDuffie (1995) realized that this method of reducing the status of differentiation can also help companies to better share information. In the flat corporate structure, the transmission of information faster and more accurate. Information sharing is important because, if a good degree of information sharing, then each employee will be more aware of their goals, business strategy. Therefore, by reducing the differentiation and information sharing, business goals easier to achieve. The most suitable method involves the company's human resources management strategy for the company's external environment and internal environment and the company's business strategy. Through this the most appropriate way is the company's human resources are also more suitable for a variety of changes in company organization. To explain the SIA's human resources and business strategy on how closely linked and mutually supporting help companies get more efficient operations, to achieve corporate goals. Necessary by Schuler and Jackson (1987) The Vertical integration models to analyze the SIA's operations. In the first place, the company’s mission should be identified and clear known by all managers. Moreover, the company’s values should be noticed. SIA as a services supplier, the company’s mission is offer excellent services to customers, although they have lots of specific goals which are all set around the final mission-excellent services. According Heracleous et al. (2006) research showed that SIA’s strategy focus on delivering service excellence in a cost effective way. Moreover, the company keeps their competitive advantages by delivering service excellence and innovation to differentiation with their competitors. ( Wirtz and Heracleous, 2005) SIA’s human resource strategy is operating with the leadership and role modeling which ensure the whole human resource function can support the business strategy by training and developing required employees. Huselid et al. (1997) claimed that the model which SIA adopt can effectively help company complete their mission. Schuler and Jackson (1987) statement that the competitive strategy been desired when the mission and values are identified. In order to fit in the company’s cost leadership strategy, the SIA human resource focus on cost-reduction. The training system which SIA HR provided can improve that. First, they build seven training schools which can help them training their staff by themselves all the time for owning best capability stuff. In addition, the internal training school can help SIA save their money for searching other training school and save their time. (Singapore airlines, 2005) In addition, SIA’s TCS which stand for transforming customer service programme using 40-30-30 rules which can help HR using their resource in an efficient way. The employee behaviors are the essential elements for SIA achieve service excellence. SIA’ human resource function using unique and rigorous recruitment system to ensure that they can hire qualified employees. These employees have the appropriate provision of air services. Moreover, qualified employees are required to happiness, humility and friendship; these elements can ensure that they provide better service. SIA’s brave delegated authority to their staff, especially the front-line staff who are seemed as the embodiment of the brand by customer. These authorized employees can depend on different customers, different needs, and different situations to make the most appropriate treatment. The methods ensure HR do attribute for company goals. Moreover, the different motivations methods SIA adopt are fully meet the mission which organization set. http://www.ukassignment.org/uklunwen/ SIA various awards and recognition can be an effective incentive mechanism for employees to better serve customers, generate profits for the company. |
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