Share Southwest Airlines LUV has become known over the past two decades as a thriving airline company operating in a time when most airlines have been struggling. Whether it is due to fluctuating demand based on the luxury service or due to rising oil pricesa company operating in the airline industry must maintain and strengthen a set of competitive advantages that differentiates it from its competitors. Through this sound strategy, Southwest has achieved multiple competitive advantages that have allowed it to stay relevant in the face of an evolving landscape. Southwest prides itself on being a people-oriented airline that operates with friendly and approachable employees and team members.
Too many think of succession planning as having application only in family owned companies or in large conglomerates. The reasons for this approach are fairly obvious: If there is no succession planning process, how will the company develop and nurture its human capital?
How will you assure a continuing sequence of qualified people to move up and take over when the current generation of managers and key people retire or move on? How will you be able to plan for the future of the company without some assurance that the key posts will be filled with people able to carry on and excel?
Succession planning is much more important than the time many companies devote to it would indicate. Succession Planning Process Succession planning is a part of the process of preparing for the future of your company. Does this mean you should only plan a succession path for your CEO?
We suggest that virtually every key position and key person in your organization is a candidate for a succession plan. The important impact is that it is virtually impossible to successfully promote someone unless there is a trained person to take over the position being vacated.
What is the long-term direction of your company? Do you have an effective strategic plan guiding your course and direction? What are the key areas which require continuity and development of the people resources within your company?
Who are the key people you want to develop and nurture for the future? How does the concept of succession planning fit into your strategies? Are you concentrating your efforts in the areas where the returns will be highest? What are the career paths that your most talented people should be following?
Is each path customized to fit the abilities and talents of the people involved? The point here is to be sure you do not do this by rote: Should you wait for openings to appear before promoting someone, or should you make opportunities for each individual as they grow and mature, so that you can keep them challenged and stimulated, and not lose them to other, possibly faster moving companies?
Your plan should be proactive, with people moving into different areas for experience and training before they are needed in critical positions, rather than reactive - waiting for openings to occur, then scurrying around to find an appropriate candidate at the last second.
There are different approaches which may be used, depending on the situation in each company. In some cases, a company may have to move some people along quickly, in order to expose them to a broad range of experiences, and possibly to fill vacancies. In others, a deeper involvement in selected departments or disciplines may be indicated.
Some of this will depend on the culture and processes of the company. In virtually all situations, your ability to educate and promote will depend on the capabilities and strengths of the people who currently occupy the key positions, and where they will be going in the future - what are they being groomed for?
It may not be vital to have a succession plan for every position in the company, but certainly there are some key areas of responsibility which must be considered.
These will vary by company and industry, but as a part of your Simplified Strategic Planning process, one important strategic issue should be the need for succession planning for certain, defined key positions.
This issue should be revisited at least once a year, and more often if circumstances dictate.An airline is a company that provides air transport services for traveling passengers and vetconnexx.comes utilize aircraft to supply these services and may form partnerships or alliances with other airlines for codeshare vetconnexx.comlly, airline companies are recognized with an air operating certificate or license issued by a governmental aviation body.
SOUTHWEST AIRLINES PILOTS: LEADERS IN THE AVIATION INDUSTRY. Southwest Airlines Pilots Association (SWAPA) is the sole bargaining unit for the more than 9, Pilots of Southwest Airlines. Virgin Strategic Management Analysis International Business Report.
Virgin Group Limited is a United Kingdom-based holding company similar to Berkshire Hathaway in the United States and was incorporated by Richard Branson in The conglomerate specializes in the travel and entertainment industries but has group diversified into different businesses ranging from the financial services.
Case Study of Southwest Airlines. Team Project: Team Aconcagua. Introduction. Air travel first emerged in when Wilbur and Orville Wright sustained flight for . Southwest Airlines also has one of the better rewards programs in the industry. Southwest offers points for purchasing flights that customers can use to purchase future flights.
Nov 21, · Southwest has become one of the biggest airlines and is turning 40 next year, but it is clinging to a corporate culture of Halloween parties and rapping flight attendants.