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Human Resource Management of BNSF Railway

Human Resource Management of BNSF Railway

Discuss Human Resource Management of BNSF Railway within the Human Resources Management (H.R) forums, part of the PUBLISH / UPLOAD PROJECT OR DOWNLOAD REFERENCE PROJECT category; The BNSF Railway (reporting mark BNSF), formerly known as the Burlington Northern Santa Fe Railway, is an American freight railroad ...

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Human Resource Management of BNSF Railway
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Netra Shetty
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netrashetty
Student of PGDM at Mats Institute of Management and Entrepreneurship
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Human Resource Management of BNSF Railway - January 24th, 2011

The BNSF Railway (reporting mark BNSF), formerly known as the Burlington Northern Santa Fe Railway, is an American freight railroad company headquartered in Fort Worth, Texas; it is one of four remaining transcontinental railroads and one of the largest freight railroad networks in North America. Only the Union Pacific Railroad, its primary competitor for Western U.S. freight, is larger in size. The BNSF Railway moves more intermodal freight traffic than any other rail system in the world.[citation needed]

It was formed December 31, 1996, as the Burlington Northern and Santa Fe Railway when the Atchison, Topeka and Santa Fe Railway was merged into the Burlington Northern Railroad. In 1999 BNSF and the Canadian National Railway announced their intention to merge and form a new corporation entitled the North American Railways to be headquartered in Montreal, Canada. The United States' Surface Transportation Board (STB) placed a 15-month moratorium on all rail mergers, which ended this merger. On January 24, 2005, the railroad's name was officially changed to BNSF Railway.


Employee Retention involves taking measures to encourage employees to remain in the organization for the maximum period of time. Corporate is facing a lot of problems in employee retention these days. Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no dearth of opportunities for a talented person. There are many organizations which are looking for such employees. If a person is not satisfied by the job he’s doing, he may switch over to some other more suitable job. In today’s environment it becomes very important for organizations to retain their employees.

Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project. Employee retention is beneficial for the organization as well as the employee.

Employees stay and leave organizations for some reasons.
The reason may be personal or professional. These reasons should be understood by the employer and should be taken care of. The organizations are becoming aware of these reasons and adopting many strategies for employee retention.



Employee Retention involves taking measures to encourage employees to remain in the organization for the maximum period of time. Corporate is facing a lot of problems in employee retention these days. Hiring knowledgeable people for the job is essential for an employer. But retention is even more important than hiring. There is no dearth of opportunities for a talented person. There are many organizations which are looking for such employees. If a person is not satisfied by the job he’s doing, he may switch over to some other more suitable job. In today’s environment it becomes very important for organizations to retain their employees.

Employee retention is a process in which the employees are encouraged to remain with the organization for the maximum period of time or until the completion of the project. Employee retention is beneficial for the organization as well as the employee.

Employees stay and leave organizations for some reasons.
The reason may be personal or professional. These reasons should be understood by the employer and should be taken care of. The organizations are becoming aware of these reasons and adopting many strategies for employee retention.


Training Programs

A process designed to maintain or improve current job performance.

Most training is directed at upgrading and improving an employee’s abilities or skills.
Developmental Programs


A process designed to develop skills necessary for future work activities.
Difference between Training and Developmental Programs

Training is for the current improvement in the job while developmental program is for improving the skill which will be used in the future.
Both managers and non-managers receive help from training and developmental program but mostly non-managers are concerned with training while the managers are concerned with developmental programs.

Why Training and Developmental Program?
To improve three types of skills

Technical skills
Interpersonal skills
Problem solving skills
Types Of Skills
Technical Skills:

“The skills of improving basic skills like the ability to read , write and doing math computations as well as job specific competences”.
Types Of Skills (continued)
Interpersonal skills:

“This type of training includes learning how to be better listener, how to communicate ideas more clearly and how to reduce conflicts”.
Types Of Skills (continued)
Problem solving skills:

“These skills include participating in activities to sharpen logic , reasoning and skills at defining problems, being creative in developing alternatives, analyzing alternatives and selecting solutions”.
Training Methods
Most training takes place on the job because this approach is simple and inexpensive.

Some skill training is too complex to learn on the job. in such cases it should take place outside the work setting.
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Last edited by netrashetty; January 24th, 2011 at 03:58 PM..
   
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