[HRM] 대한항공 인적자원관리(영문)

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레포트 > 경제경영계열
2010.02.11
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[HRM] 대한항공 인적자원관리(영문)에 대한 자료입니다.

1.Organization overview
1.1 Korean air
1.3 Overview of Korean air
1.3 Korean air’s human resource system

2. Key issues
Point 1) Election of representative
Point 2) Flight attendant’s vacation
Point 3) Flight schedule management

3. Application / Analysis

4. Management actions

5. Appendix – References

본문내용

As Global Best Airline which got the 3 Best (Best Service, Best Reliability, Best Management), Korean Air concentrates capabilities on internationalization, knowledge, and E-business by devoting all energies to safety and innovative operation as well as improving its image to strengthen the phase. Among those three concentrated ones, human resource management is included in knowledge. Fundamentally human resource management or system works through the organization’s culture. To achieve the perfect organization culture, Korean Air has the philosophy which does not simply require understanding. It is to aim at forming familial community. This can be formed by focusing on the trust between capital and labor, which brings them to help and rely on each others like a family. The familial community idea does not only help them to overcome the difficulties but it also gives them the motive power. Another HR system’s basic philosophy is to bring up or level up human resources to lead the era of change. To do so, Korea Air concentrates on educating employees by improving employees’ capabilities and implanting attachment and devotion to the organization. It is Korean Air’s purpose to make Korean Air become the world’s best airline by these educated employees providing better services.

However, Korean Air is not performing the familial community because of the ‘squeeze management’. This one asks employees’ too much sacrifice that squeezes the employees. This may work for a short period of time, but when it works for a long term, the employees would feel tired and have complaints. It is because the organization only thinks about itself without considering the employees, and there is no time to recharge the employees’ energies and no system that lets them express their opinions or thoughts. This proves how the communication is not working well. Since there is no sharing between capital and labor, there have been some problems occurred.

2. Key Issues

This is an excerpt of the piece from periodical publications ‘Hope factory, the place Korean Air workers make’ vol.27.“ The representative election of the union of Korean Air line will be held in coming October. These representatives from the election elect a chairperson who is representing one million members of a labor union in Korean Air by indirect election system in November. However, members in this union were unauthorized for the election even they can’t elect directly. This situation caused them not to express their opinion to the election. So they cannot participate and state related about the election even belonged to the labor union. Only representatives have a right to elect a chairperson as indirectly method in luxury hotel or auditorium in the Federation of Korea Trade Unions(FKTU). Exactly, excluding other general members in the union, the candidates can candidates do and form a league that is only for them. “

As we saw the article, this shows a problem about the way of chairperson election that occurred from the labor union of Korea Air Line. So, our team would make a decision taking problems of the Korea Air Line labor – management relation as the main issue. Especially, we deal with this matter connecting and focusing on among many functions of HRM. We would like to show the analyzed this report related the key issues. The key issues consist of three points which are very controversial about Korea Air Line. So, we start to show an introduction of each key issue more detail and explain for the following the three key issues.

1. The lack of equity and efficiency in election system of Korea Air Line’s labor union.
2. Flight Schedule management
3. The employee’s Holiday

Point1. The lack of equity and efficiency in election system of Korea Air Line’s labor union

As we saw above, the indirect election system brought about the severe problems to the Korea Air Line labor union. It is evitable truth that this system totally obstruct participation of the labor union members and this point can lead to not only their union’s but also affect overall HRM as the severe problems. One of the problems is a lack of participation from employees and this attributes toward their unreasonable decision-making process. And all factors can disturb Organization Behaviors which is important to HRM and connected to this

참고문헌

1. 한국 노사관계의 진단과 처방: 합리화의 길, 김대환 지음, 2007
2. 항공운송산업의 노사관계, 김강식 지음, 중앙경제(2002)
3. 경영학 뉴 패러다임 : 조직인사。노사관계, 조영호...[외]저,博英社(2002)
4. Trust and transition : managing today's employment relationship, Peter Herriot, Wendy Hirsh, and Peter Rilley ,Chichester, England ; New York : John Wiley, 1998.
5. A newsletter [Hope Factory of KAL employees
http://www.kalfa.or.kr/zb41pl5/view.php?id=KS_newsletter&page=1&sn1=& divpage=1&sn=off&ss=on&sc=on&select_arrange=headnum&desc=asc&no=53
6. Newspaper [labor today] interview with leader of laid off employees’ union
http://www.labortoday.co.kr/news/view.asp?arId=59503&pNo=11&mId1=11&mId2=&sDate=&isView=l
7. 대한항공사 노조 파업 분석 및 해결 방안 보고서
http://km.naver.com/list/view_detail.php?dir_id=90201&docid=31713366

#항공 #대한항공 #인적자원관리 #관리 #영문 #인적

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