HUMAN DESIGNS WORKSHEET

TextbookNoe, R., Hollenbeck, J., Gerhart, B., & Wright, P. (2023).
Human resource management: Gaining a competitive
advantage (13th ed.). McGraw-Hill Education.
People and Organizations
Title: HR Design Decisions
Assignment Directions
Examine Southwest’s current HR practices, as reported in public sources. Download the HR Design Decisions worksheet.
Complete the worksheet with your review and rationale of the elements listed below to decide where Southwest Airlines’ HR practices fall.
•
Employees as expenses vs. employees as assets
•
Compensation below market, above market, or competitive
•
Spontaneous training and development or planned training and development
•
Specific job descriptions or general job descriptions
•
External or internal recruitment, or both
•
Limited socialization of new employees or extensive socialization
•
Collective bargaining or individual bargaining
Support the analysis with evidence from sources on the web. Possible sources for information include but are not limited to:
•
Organization website and associated websites
•
Websites that specialize in company reviews and job postings
Competency Assessment Rubric
Assignment/Performance
Criteria
Mastery
100%
1. View of employees as
expenses or assets
(weight 14%)
Thoroughly analyzed SW
Airlines’ practice of viewing
employees and thoroughly
evaluated how well the practice
is working (impact, effectiveness,
and alignment) from a creative
and innovative perspective.
2. Compensation
(weight 14%)
Thoroughly analyzed SW
Airlines’ compensation practice
and thoroughly evaluated how
well the compensation practice is
working for SW Airlines (impact,
effectiveness, and alignment)
from a creative and innovative
perspective.
3. Training and Development
(weight 14%)
Thoroughly analyzed SW
Airlines’ training and
development practice and
thoroughly evaluated how well
training and development
practice is working for SW
Airlines (impact, effectiveness,
and alignment) from a creative
and innovative perspective.
4. Job Descriptions
(weight 15%)
Thoroughly analyzed SW
Airlines’ job description practice
and thoroughly evaluated how
well job description practice is
working for SW Airlines (impact,
effectiveness, and alignment)
from a creative and innovative
perspective.
Assignment/Performance
Criteria
Mastery
100%
5. Recruitment
(weight 15%)
Thoroughly analyzed SW
Airlines’ recruitment practice and
thoroughly evaluated how well
recruitment practice is working
for SW Airlines (impact,
effectiveness, and alignment)
from a creative and innovative
perspective.
6. Onboarding –
Socialization of new
employees
(weight 14%)
Thoroughly analyzed SW
Airlines’ new employee
onboarding practice and
thoroughly evaluated who well
new employee onboarding
practice is working for SW
Airlines (impact, effectiveness,
and alignment) from a creative
and innovative perspective.
7. Bargaining
(weight 14%)
Thoroughly analyzed SW Airlines
bargaining practice and
thoroughly evaluated how well
bargaining practice is working for
SW Airlines (impact,
effectiveness, and alignment)
from a creative and innovative
perspective.
Assessment – HR Design Decisions
Instructions
For each of these 7 HR design decisions, check the box for the choice that most matches where you think
Southwest Human Resources falls. While the organization likely does not fall cleanly into one or the other
extreme, pick the one that it more clearly resembles. Then, in the right-hand column, evaluate how well
that choice works.
Items to consider, but not limited to, in your analysis include:
•
•
•
•
The impact on company performance of the approach
Effectiveness of the approach
The impact on employee morale and engagement of the approach
Alignment with the strategy of the approach
Design Decisions
Choices
Analysis of how well each choice works
View of employees
Employees as
expenses
Employees as assets
Compensation
Below market
Competitive
Above market
Training and Development
Spontaneous
Planned
Job Descriptions
Specific
General
Recruitment
External
Mixed
Internal
Onboarding – Socialization of new
employees
Limited
Extensive
Bargaining
Collective
Individual
References