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Human Resource Management in the Airline Industry The Example of. Table Of Contents. Table Contents. Illustration Contents. Abbreviations. 1. Thesis Outline. 1. How To Use Amadeus Airline Reservation System' title='How To Use Amadeus Airline Reservation System' />Objectives. Topic Relevance. Definitions and Background. Airline Industry and Alliances. Airline Industry. Airline Alliances. Net Tv Plus Keygen Generator here. Star Alliance. 2. Amadeus Airline Reservation System' title='Amadeus Airline Reservation System' />Standardisation at Star Alliance. Human Resource Management. Human Resource Management. Standardisation of HRM2. Individualisation of HRM2. Theoretical Background. Analysis Standardisation vs. Individualisation. Objective One Benefits and Risks. The Six Ls. 3. 1. Summary and Rsum3. Objective Two Analysis of Pressures. Pressures towards Standardisation. Pressures towards Individualisation. Summary and Rsum3. Objective Three Standardised HRM at Star Alliance Analysis Approach. Aspects of HRM in Star Alliance. Summary, Tendency and Rsum3. Objective Four Reasons. Five Reasons for Star Alliances HRM Policy. Summary and Rsum4. Concluding Section. Summarising Comments and Rsum4. Suggestions for Future Studies. Bibliography. Further Literature. Appendix A Interview Transcription. A. 1 Brandwein, R. A global distribution system GDS is a computerised network system owned or operated by a company that enables transactions between travel industry service providers. Global travel distribution system. Auto rental, air travel and accommodations. We integrate sabre gds to connect sabre travel software on booking websites. Sabre software is connected through web services to core Sabre system. Issuu is a digital publishing platform that makes it simple to publish magazines, catalogs, newspapers, books, and more online. Easily share your publications and get. A. 2 Frhe, C. 2. A. Holen, A. 2. Appendix B E mail Correspondence. B. 1 Albarracin, D. B. 2 Appelbaum, S. H. 2. 00. 5B. 3 Blyton, P. B. 4 de Wit, J. 2. B. 5 de Wit, J. 2. B. 6 Dribbusch, H. B. 7 Eaton, J. 2. B. 8 Frhe, C. 2. B. Funk, L. 2. B. 1. Gillen, D. W. 2. 00. B. 1. Gillen, D. W. B. 1. 3 Gudmundsson, S. V. 2. 00. 5B. 1. Hall, M. B. Hooper, P. 2. 00. B. 1. 6 Kleymann, B. B. 1. 7 Mason, K. B. 1. 8 Massa Wirth, H. Table Contents. Table 1 The Advantages and Disadvantages of Standardisation. Table 2 Pressures for Standardisation and for Individualisation. Illustration Contents. Illustration 1 The Standardisation vs. Individualisation Grid. Rapt 6.3 Crack more. Abbreviationsillustration not visible in this excerpt. Thesis Outline. 1. Objectives. The aim of this thesis is to explore Human Resource Management HRM in the passenger business1 of the airline industry, and in particular, the potential for standardisation of HRM in airline alliances, by using the example of Star Alliance2. A first analysis immediately highlights that the area of HRM continues to be individually managed by Star Alliances member airlines. EATON 2. 00. 4, p. L3 makes the assumption, I doubt very much if Star Alliance is sufficiently cohesive to lead to significant changes, let alone convergence, in HRM practices. This belief is to be explored. This thesis will have four main objectives. The first objective is to identify potential benefits and costs to the alliance that could be associated with a standardised HRM policy4. These advantages and disadvantages will be grouped according to the six Ls learning, leaning, leveraging, linking, leaping, and locking out, as defined by PREECE 1. Secondly, the author would like to use a theoretical model, the integration responsiveness grid of PRAHALADDOZ 1. This model will be applied to the airline industry, and to an organisational Star Alliance, and functional HRM context see 3. The third objective is to analyse the extent to which the members of Star Alliance apply standardised, as apposed to individualised HRM instruments in reality, and to consider whether Star Alliance airlines are increasingly or decreasingly standardising the HRM field see 3. Finally, the author would like to discus the reasons to explain the findings of section 3. This thesis will have the following structure section 1 will provide an introduction, including the objectives of the thesis and their relevance section 2 will function as a theoretical foundation, defining the core terms of airline alliance, HRM, and standardisation and individualisation of HRM, as well as introducing the theoretical model by PRAHALADDOZ 1. The author feels that it is important to provide a detailed description of the airline industry and alliances, as they are complex and are affected by many factors. The subsequent and main section will be divided into four parts, each part being dedicated to one of the four objectives, presented in the same order as above finally, section 4 will conclude this thesis, summarising, and giving a critical analysis of the findings, and making suggestions for future studies, which could be undertaken in this, or in related fields. The author considers this structure to be logical and suitable. Several problems may arise in the attempt to achieve these objectives the author identifies a lack of literature specific to this topic see 1. Hence, the author believes that documentation on aviation or HRM related issues i. Transcripts of interviews and all other correspondence can be found in Appendix A and Appendix B respectively it may prove difficult to receive information about HRM from the airlines, as much of which is kept confidential, for example, statistics about employee demographics and salaries6 and finally, as Star Alliance has fifteen members, a detailed analysis of all airlines would be beyond the reach of this thesis. Therefore, the author will attempt to specify the airlines in focus see 2. Topic Relevance. Precisely this topic, about standardisation of HRM in airline alliances, has been considered to be, very timely Gillen 2. LVI, as well as interesting Eaton 2. L Blyton 2. 00. 5, p. XLV Mason 2. 00. LXV and relevant cp. Gudmundsson 2. 00. LIX. This description can be argued to be appropriate, due to the following reasons. Synopsys Design Compiler here. Firstly, the topic can be described as timely as in the last decades, HRM and the global airline industry have become increasingly recognised as important, which has prompted authors to extend their analysis of the two. With respect to HRM increasing work force diversity cp. CenzoRobbins 1. 99. HRM issues structural developments in the labour market and innovations in technology, have been the factors that have lead to this increased acknowledgement of HRM related issues cp. Holtbrgge 2. 00. With respect to the airline industry it is one of the fastest growing industries in the world and has gained importance through the current era of globalisation cp. HarveyTurnbull 2. Today operations are being dealt with on a worldwide basis cp. CenzoRobbins 1. 99. According to the International Air Transport Association IATA, the number of passengers travelling on scheduled flights has increased on average by over six percent annually for the last three decades IATA, quoted by Stolzke 2. In comparison with 2. Asia Pacific, which includes China, passenger numbers increased by over twenty percent cp. Reuters 3. 1. 0. 1. A second reason for the timeliness of this thesis, is that HRM within airline alliances is one area of aviation economics, which has not been explored or documented in detail Mason 2. LXV Gudmundsson 2. LIX, hence there is much new ground to be broken cp. Gillen 2. 00. 4, p. LVI. Studies that have been written about airline alliances have generally overseen HRM issues and have, amongst other things, focussed on the following aspects the forms and extent of co operation between partners e. MountfordTacoun 2. WangEvansTurner 2. Gudmundsson 1. 99. Netzer 1. 99. 9 successful project management e. Birkmann 2. 00. 1 and airline productivity and profitability relating to alliances e. Oum et al. 2. 00. These authors have tended to analyse the airline industry on a macroeconomic level and have not focused on a particular airline alliance, as this thesis intends to do. Seldom have authors analysed HRM in strategic alliances e.