Caldea - references pestel
JetBlue Airways is a low cost American airline that has its main base in JF Kennedy International Airport (New York). It was the best funded start-up company in aviation history, and it was founded it 1999 by David Neelman.
The airline distinguished itself by offering superior customer service at low prices. It gave its customers an exclusive experience which included new airplanes, leather seats, and a “paperless” flight. JetBlue Airlines has grown since they started operating, and now the plan is to have 10 extra planes per year, until year 2003 with a total fleet of 40 planes.
Their operations were cost cutting. There were no extras on the plane, the paperless strategy saved them time and cost from mistakes (for the pilots for example). They were not only there first innovators into the paperless idea, but this alone saved them labour cost and time. Flights became safer because everything was updated automatically. They invested heavily in new technologies, and they used Airbuses and added seats onto the plane to maximize utilization.
The HR always works with their business core values, which are “safety, caring, integrity, fun, passion”. It implemented a non-union environment, it gave employees customized packages that fit all their needs, it motivated employees by paying them equally or higher than the market, with benefits, and taking the values as a guide they gave importance and time to selecting the right people into the company.
The major problem was the growth. Ann Rhodes (Recruitment Head) has a challenge of growing her company (which is made up of people-oriented employees) while keeping the quality of the hiring and selection process that she has, and at the same time while maintaining the culture of values that the airline has. This task is extremely difficult to accomplish because the company is nurtured onto safety, caring, integrity, fun, and passion.
Another reason that makes this task more challenging is that this growth is affecting
The airline distinguished itself by offering superior customer service at low prices. It gave its customers an exclusive experience which included new airplanes, leather seats, and a “paperless” flight. JetBlue Airlines has grown since they started operating, and now the plan is to have 10 extra planes per year, until year 2003 with a total fleet of 40 planes.
Their operations were cost cutting. There were no extras on the plane, the paperless strategy saved them time and cost from mistakes (for the pilots for example). They were not only there first innovators into the paperless idea, but this alone saved them labour cost and time. Flights became safer because everything was updated automatically. They invested heavily in new technologies, and they used Airbuses and added seats onto the plane to maximize utilization.
The HR always works with their business core values, which are “safety, caring, integrity, fun, passion”. It implemented a non-union environment, it gave employees customized packages that fit all their needs, it motivated employees by paying them equally or higher than the market, with benefits, and taking the values as a guide they gave importance and time to selecting the right people into the company.
The major problem was the growth. Ann Rhodes (Recruitment Head) has a challenge of growing her company (which is made up of people-oriented employees) while keeping the quality of the hiring and selection process that she has, and at the same time while maintaining the culture of values that the airline has. This task is extremely difficult to accomplish because the company is nurtured onto safety, caring, integrity, fun, and passion.
Another reason that makes this task more challenging is that this growth is affecting