Jet Blue-Start from Scratch

JetBlue - Start from Scratch

In the U .S aviation history , JetBlue Airways was the best-funded start-up history , founded in early 1999 with 130 million as the initial capital . JetBlue 's strategy was to merge common sense with technology and innovation in to "bring humanity back to air travel " JetBlue intended to be the first "less " airline , replacing computers and information technology for everything from flight planning to aircraft maintenance to the utilization of e-tickets solely . The company was focused on service rather than on efficiency . As said by the founder David

Neeleman "We like to think of ourselves as customer advocates . We believe that all travelers should have access to high quality airline service at affordable fares

JetBlue is a value-based company constructed on the principle that to be extraordinary on the outside one must first be extraordinary on the inside , in line with this hiring and delegating the very best people and treating them exactly the way they expect their customers to be treated is indispensable to this target . In this effort , the following components are prioritized : fair compensation /benefits programs , great two-way communication , terrific training , career growth opportunity and a safe , fun environment

For JetBlue values lead all activities and were the basis for the formation and growth of an organization . In contrast to mission statements that could perceive as hot air , values signify the bedrock for the development of practices and management style and human resource policies . JetBLue arrived with five core values that were to exemplify the company : Safety , Caring , Integrity , Fun , and Passion . Having these shared values makes decision-makings much easier for the company

One of JetBlue 's top priorities is its workforce . Managing this sector of the company is very essential in for them to achieve their goals . Human resource management is responsible for how people are treated in organizations . It is accountable for bringing people into the organization , guiding them perform their work , compensating them for their labors , and solving problems that arise . There are seven management functions of a human resources (HR ) department these are staffing , performance appraisals , compensation and benefits , training and development , employee and labor relations , safety and health , and human resource research

The hiring practices of JetBlue shows their compliance to the following equal employment opportunity laws : Title VII of the Civil Rights Act of 1964 (Title VII , which prohibits employment discrimination based on race , color , religion , sex , or national origin . Second is the Title VI of the Civil Rights Act of 1964 (Title VI , which prohibits against exclusion from participation in , denial of benefits of , and discrimination under federally assisted programs on ground of race color or national origin . Third is the Equal Pay Act of 1963 (EPA which protects men and women who perform substantially equal work in the same establishment from sex-based wage discrimination . As the progresses , it can be determined how these laws impact the hiring practices of JetBlue

Anne Rhoades , Executive Vice President for People of JetBlue , developed a customized human...