March 26, 2013
TSA Flight Performance Report
Human Resource Management is a very important part of any organization. Airlines are no exception to this rule. This case signifies a true sample of how HRM helped the TSA employees and the management in improving employee morale and the direction and compensation of employee’s for the long run. By creating and setting specific goals and following through with them, this allowed the employee’s to feel empowered in their new roles and gave them a new direction in what was once a position with no movement or direction. With daily, monthly, and yearly objections to be met, the TSA and its’ employees are moving in the right direction to meet both federal guidelines and goals and customer satisfaction goals. The TSA employee’s benefited greatly from the new training and development of new practices and procedures. By implementing the new training, it gave the TSA agents new practices in their jobs that would give them more meaning to what they were doing on an everyday basis. More meaning and direction for employee’s means happier and more trustworthy employee’s going forward. Performance management, which includes change management and human resource planning, could also have been implemented into the mix, which would have increased efficiency and effectiveness of the employee’s. By implementing either of these, this ensures the compliance of labor laws and supports the company’s strategy in the new training they have developed. What this means to the employee’s is that it gives justification to the new training and practices they are learning as a serious direction the company is moving in. (Noe, 2008) The compensation performance-based plan that was implemented has done wonders for the TSA staff and its’ turnover rate, but it could also result in possible ethical behavior, both good and bad. As...