People Express Case Analysis Essay Example | Topics and Well Written Essays - 1250 words

people Express Case Analysis - Essay Example& development (T&D) of skills, employee relations, retention and need strategies, take inplace culture and delegation of power, authority and responsibility.People Express indeed adopted some remote reaching HRM practices to achieve organizational goals. The most powerful motivator of the fitforce was the requirement to become shareholder of the company in addition to being an employee. Next the company encouraged team work in which 3 to 4 employees were teamed together so that time waste in coordinating work labour could be reduced and employees would be motivated by team spirit. In addition to these employee friendly work practices and motivators a number of others were also adopted. However the organizational outcomes were poor and questionable.In the first place People Expresss HRM practices were purely based on the textbook theory. Secondly motivation related HRM practices snub productivity. In other words these HRM practices a t people Express were poor growth drivers. For instance work teams dont on their own produce efficiently simply because they are allowed to be self-reliant. In fact at People Express, work teams tended to be smugly satisfied with their own performance in the absence of standards of reference. Performance of work teams has to be measured against relative performances of others and this requires common standards to be set up on a priority basis.Broader level of employee participation, minimal hierarchy, in-house expertise and problem solving and job gyration practices were good measures but they were not backed by a system of performance-based metrics. The airline was operating in a relatively competition-free and regulation-free domestic market then. However, with the ever increasing threat of competition the airline HRM practices at People Express were oriented towards creating a pleasant work environment without a set of well(p) defined corporate goals.Effective HRM practices mus t be aligned with organizational outcomes