abhishreshthaa

New member
United Air Lines, Inc., (NYSE: UAL) is a major airline based in the United States and one of the world's largest airlines with 48,000 employees[10] and 359 aircraft.[11] It is a subsidiary of United Continental Holdings, Inc. formerly, UAL Corporation, with corporate offices in Chicago. United's largest hub is Chicago's O'Hare International Airport. United also has hubs in Washington Dulles International Airport, Denver International Airport, San Francisco International Airport, Los Angeles International Airport and Narita International Airport near Tokyo.[12] United is a founding member of the Star Alliance, the largest airline alliance in the world, and offers connections to over 1,000 destinations in over 170 countries worldwide.[13]

On Sunday, May 2, 2010, the Boards of Directors at Continental Airlines and UAL Corp. approved a stock-swap deal that would combine them into the world's largest airline in revenue passenger miles and second largest in fleet size and destinations after Delta Air Lines. The new airline will take on the United Airlines name, Continental's logo and be based in United's hometown of Chicago. The parent company of the new carrier will be called United Continental Holdings, Inc. The new United will be run by Continental's CEO, Jeffery Smisek, along with United Airline's CEO, Glenn Tilton, serving as non-executive Chairman of the board until his retirement two years hence. United's pilots union announced that they "are fully prepared to protect and defend the interests of all United pilots."[14]

On August 27, 2010, the U.S. Department of Justice approved the US$3 billion merger.[15] Share holders of both companies approved the deal on September 17, 2010. The transaction was completed on October 1, 2010.



The rapid and huge increase in the amount of economic activity taking place across national boundaries has had an enormous impact on the lives of workers and their communities everywhere. The current form of globalization, with the international rules and policies that underpin it has also brought poverty and hardship to millions of workers, particularly those in developing and transition countries. They have seen an erosion of their working conditions, wages and job security in a time of unprecedented wealth and technological capability.

There is no doubt that globalization creates problems for workers. These problems do not respond to purely national solutions and an international response is therefore needed from the trade union movement in order to safeguard workers' and other social rights.

high quality goods and services are demanded outside of normal working or opening hours. Competitiveness, flexibility and quality services are key concepts in the organization of work today – as are job security, job satisfaction and fairness.

The successful employer, private or public, has to deliver on all these. This means: involving staff in decisions about change; making sure their needs and aspirations are considered; winning their commitment to new ways of working.

There are two issues that arise when the relationship of human resource management and industrial relations is analyzed. One of these issues includes the factors that can possibly pose a conflict for both disciplines. Secondly, if these conflicting factors are present, what are the ways to make them complement each other.

In analyzing the issue, one conflicting factor between these labor concepts is the differences between their goals. As mentioned earlier, human resource management aims to encourage and motivate the employees to become more productive in their work. HRM fulfills this goal through the provision of trainings and rewards. On the other hand, trade unions is focused more on the efficient production of goods and services in consideration of the achievement of the goals of the employer, employees and the organization as a whole. Other goals of the industrial relations include the establishment of communication systems in the workplace, settlement and avoidance of disputes, provision of social benefits such as health safety and social security, and the establishment of harmonious relations between the employers and the employees as well as the state. Industrial relations achieve all of these goals are achieved through negotiations and efficient communication

The appraisal method, used by the personnel department, is Rating Scale, in which they use Job Dimension Rating Scale and Personal Traits & Behavior Rating Scale. The reason for using these methods is that it covers the job activities to be done as well as the attitude & behavior required by that job. Five degrees of scale are used such as Very Good, Good, Fair, Satisfactory, Poor.

Parco has job security to its employees. Company also checks the references of the employees from their previous jobs. Promotion is given on experience and good work. In performance appraisal, the following characteristics are measured:

1.Employee Dependency

2.Delegation Of Authority

3.Behavior With Juniors

4.Communication Skills

5.Job Performance

6.Behavior With Supervisors

Procedure

Personnel department sends the appraisal form to immediate supervisors. Supervisors fill the forms and send back to the Personnel Department. On the basis of supervisor’s evaluation, the instructions from the personnel departments are communicated to supervisors to deal with the particular employees. But the employees appraisal results are not communicated to the employees formally but with the passage of time ,as needed, they are informally communicated by immediate supervisors.

After conducting appraisal, the personnel department communicates its evaluation with recommendations regarding appraisal policy. Then HR department makes decisions on the basis of Personnel department’s evaluation.



Problems In Performance Measurement & Evaluations:

Although Personnel Department tries to communicate a fair and smooth appraisal system but due to some reasons, the inaccuracy in performance measurement occurs. The reasons for this include:



1.Organizational Influences.

2.Personal Biasness.

3.Difficult To Set Qualitative Standards.



There are also some problems, which the personnel department has to face in the accurate evaluation of the measured performance. The problems include:

1.Subjective Standards.

2.Rating errors.

3.Negative Communication.
 
Last edited:

jamescord

MP Guru
United Air Lines, Inc., (NYSE: UAL) is a major airline based in the United States and one of the world's largest airlines with 48,000 employees[10] and 359 aircraft.[11] It is a subsidiary of United Continental Holdings, Inc. formerly, UAL Corporation, with corporate offices in Chicago. United's largest hub is Chicago's O'Hare International Airport. United also has hubs in Washington Dulles International Airport, Denver International Airport, San Francisco International Airport, Los Angeles International Airport and Narita International Airport near Tokyo.[12] United is a founding member of the Star Alliance, the largest airline alliance in the world, and offers connections to over 1,000 destinations in over 170 countries worldwide.[13]

On Sunday, May 2, 2010, the Boards of Directors at Continental Airlines and UAL Corp. approved a stock-swap deal that would combine them into the world's largest airline in revenue passenger miles and second largest in fleet size and destinations after Delta Air Lines. The new airline will take on the United Airlines name, Continental's logo and be based in United's hometown of Chicago. The parent company of the new carrier will be called United Continental Holdings, Inc. The new United will be run by Continental's CEO, Jeffery Smisek, along with United Airline's CEO, Glenn Tilton, serving as non-executive Chairman of the board until his retirement two years hence. United's pilots union announced that they "are fully prepared to protect and defend the interests of all United pilots."[14]

On August 27, 2010, the U.S. Department of Justice approved the US$3 billion merger.[15] Share holders of both companies approved the deal on September 17, 2010. The transaction was completed on October 1, 2010.



The rapid and huge increase in the amount of economic activity taking place across national boundaries has had an enormous impact on the lives of workers and their communities everywhere. The current form of globalization, with the international rules and policies that underpin it has also brought poverty and hardship to millions of workers, particularly those in developing and transition countries. They have seen an erosion of their working conditions, wages and job security in a time of unprecedented wealth and technological capability.

There is no doubt that globalization creates problems for workers. These problems do not respond to purely national solutions and an international response is therefore needed from the trade union movement in order to safeguard workers' and other social rights.

high quality goods and services are demanded outside of normal working or opening hours. Competitiveness, flexibility and quality services are key concepts in the organization of work today – as are job security, job satisfaction and fairness.

The successful employer, private or public, has to deliver on all these. This means: involving staff in decisions about change; making sure their needs and aspirations are considered; winning their commitment to new ways of working.

There are two issues that arise when the relationship of human resource management and industrial relations is analyzed. One of these issues includes the factors that can possibly pose a conflict for both disciplines. Secondly, if these conflicting factors are present, what are the ways to make them complement each other.

In analyzing the issue, one conflicting factor between these labor concepts is the differences between their goals. As mentioned earlier, human resource management aims to encourage and motivate the employees to become more productive in their work. HRM fulfills this goal through the provision of trainings and rewards. On the other hand, trade unions is focused more on the efficient production of goods and services in consideration of the achievement of the goals of the employer, employees and the organization as a whole. Other goals of the industrial relations include the establishment of communication systems in the workplace, settlement and avoidance of disputes, provision of social benefits such as health safety and social security, and the establishment of harmonious relations between the employers and the employees as well as the state. Industrial relations achieve all of these goals are achieved through negotiations and efficient communication

The appraisal method, used by the personnel department, is Rating Scale, in which they use Job Dimension Rating Scale and Personal Traits & Behavior Rating Scale. The reason for using these methods is that it covers the job activities to be done as well as the attitude & behavior required by that job. Five degrees of scale are used such as Very Good, Good, Fair, Satisfactory, Poor.

Parco has job security to its employees. Company also checks the references of the employees from their previous jobs. Promotion is given on experience and good work. In performance appraisal, the following characteristics are measured:

1.Employee Dependency

2.Delegation Of Authority

3.Behavior With Juniors

4.Communication Skills

5.Job Performance

6.Behavior With Supervisors

Procedure

Personnel department sends the appraisal form to immediate supervisors. Supervisors fill the forms and send back to the Personnel Department. On the basis of supervisor’s evaluation, the instructions from the personnel departments are communicated to supervisors to deal with the particular employees. But the employees appraisal results are not communicated to the employees formally but with the passage of time ,as needed, they are informally communicated by immediate supervisors.

After conducting appraisal, the personnel department communicates its evaluation with recommendations regarding appraisal policy. Then HR department makes decisions on the basis of Personnel department’s evaluation.



Problems In Performance Measurement & Evaluations:

Although Personnel Department tries to communicate a fair and smooth appraisal system but due to some reasons, the inaccuracy in performance measurement occurs. The reasons for this include:



1.Organizational Influences.

2.Personal Biasness.

3.Difficult To Set Qualitative Standards.



There are also some problems, which the personnel department has to face in the accurate evaluation of the measured performance. The problems include:

1.Subjective Standards.

2.Rating errors.

3.Negative Communication.

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