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 Southwest Airlines views workers as crucial assets. According to its career website, the airlines offers a stable work environment with equal opportunity for personal growth and learning. Specifically, all employees are provided the same level of respect, concern, and caring attitude. This is a perfect indicator that all workers are highly valued in the organization, and such treatment makes them strive to offer the highest quality of output.
Employees as expenses Employees as assets
Compensation Compensation in Southwest Airlines is competitive. ‘Competitive’ means that for a similar job, a salary is equal to or more than the standard provided by organizations in the same industry or geographic region. For instance, in Southwest Airlines, a pilot earns approximately US$ 221636 annually, while in United Airlines and Delta Airlines, one earns about US$ 205164 and US$ 192336, respectively (Logic Publishers, 2021). The figures indicate that the company attempts to reduce costs linked to the recruitment and retaining or staff by enhancing loyalty and morale. 
Below market Competitive Above market
Training and Development Training and development are the educational initiatives aimed at improving the skills and knowledge of workers while offering instruction and information concerning the way to perform specific tasks better. In South West Airlines, these initiatives are planned. Specifically, the airlines implements a rotational job program meant to aid early-career professionals to kickstart a challenging and successful career. The program entails on-the-job training provided in the three six-month rotations all through the organization’s system (Southwest Careers, 2021). In addition, the program’s structure enables the exceptionally motivated participants to gain more knowledge concerning the airline’s diverse business and unique culture. 
Spontaneous Planned
Job Descriptions Job descriptions are written narratives that define a specific position’s duties, responsibilities, and general tasks. In Southwest Airlines, the descriptions are general, meaning that they mainly offer basic information concerning particular job openings. For instance, concerning the airport operations position, the airline’s website provides general data concerning positions such as operations agents, ramps agents, cargo agents and customer service agents (Southwest Careers, 2021).
Specific General
Recruitment The airline’s recruitment process is mixed, meaning that it hires people both internally and externally. According to Thibodeau (2019), Southwest Airlines employs an estimated 6000 persons annually and moves several existing employees into new jobs. However, it presently applies some external recruiting practices to internal hiring, an initiative attributed to the tight labor market. 
External Mixed Internal
Onboarding – Socialization of new employees Socialization concerns the process of familiarizing workers with the organization’s new environment. In Southwest Airlines, the process is not about forms and paperwork. Instead, the management emphasizes who new employees see how they can make a difference. For instance, they are inspired by previous excellent workers who made a significant impact on the organization. In addition, the ‘Sponsor a New Hire’ program ensures that every new worker is accounted for and their success is being invested in (BamnooHR, 2014).
Limited Extensive
Bargaining Collective bargaining is commonly used in Southwest Airlines. At present, the organization participates actively in union negotiations. Example, of these unions include Aircraft Mechanics Fraternal Association (AMFA), and Transport Workers Union (TWU) (Southwest Media, 2021). The objective of participation is to reach agreements that benefits the organization, workers and shareholders.