The paper "Workforce Planning for Singapore Airlines " is a perfect example of a management case study. There is a need to invest in a good workforce that can facilitate the speed achievement of an organization’ s goals. For a workforce to be efficient, there are some issues that would have to be resolved like the affordability of good working conditions, good remunerations, job security just to name a few (Heracleous, Wirtz & Pangarkar, 2006). All these rely on the availability of a good planning procedure where all the different levels of management are incorporated by a smooth flow of ideas, workers and a good transitional mechanism. Succession planning is the coming up of workable ideas that make the future functions of an organization possible.
It requires strategic and deliberate efforts in ensuring that all the positions in an organization have been filled by qualified personnel (Atwood 2007). In case there is a transition of any sort from the organization, there should be plans to ensure the future of the organization is guaranteed and that the transition process does not lose credibility to the workers.
Qualified staff should always be available in an organization and there should be ways of improving the potential of the new recruits so as to assume uniformity in all sectors (Donald 2008). In order to have a good succession plan, it would be in order to identify a viable workforce plan. This is having knowledge of any gaps that may be prevalent in the workforce and formulating the necessary measures to ensure the gaps are filled with the right personnel (Emmerichs, Marcum & Robbert 2004). It is in this line that an airline is chosen so as to formulate a good succession plan.
A good example of my choice will be Singapore Airlines. This airline company is based in Asia and is entitled to giving the best service to its customers worldwide. It has grown from being a small airline company to one of the most successful airline companies in the world. It is a company that was once under British rule during the time the British government was colonizing Malaysia and Singapore. Due to the market capitalization it now enjoys, it is classified as the second biggest airline after Southwest Airlines of the U. S.
it has about 29, 734 workers and stock worth about 6.8 million dollars. Managing such a workforce requires efficient plans and effective procedures to facilitate the growth of the business. The company’ s long-term goal is to be the leading airline in the world in terms of customer choice and delivery of services (Heracleous, Wirtz & Pangarkar 2006). It also plans to purchase and possess the biggest airplanes so as to increase their customer range. This it intends to achieve by continuing to expound on their objectives which is dedicating to accord the highest quality of services to customers with a friendly sense of personal pride.
The effect of the company’ s goal on the supply of labor is immense. Being the leading airline means having access to all airports and increasing its flights to all major airports in the world. This, in turn, calls for more personnel like pilots, cabin crew, hostesses, flight attendants and others. This means that labor needs will increase and so will the workforce. There have to be effective workforce plans as well as succession plans to govern the whole process.