Control Over IT & Cyberspace in Aviation in the United States Essay

Control Over IT & Cyberspace in Aviation in the United States - Essay Example 5 D. RFID†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 5 2. Future Study on Technology†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 6 II. Communication and Networking†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 6 1. United States Aviation (boarder Management)†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 6 A. Helping hand to police department†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 7 B. Using worldwide information sharing†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦ 7 2. People in the ground†¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 8 A. Traveling Agencies†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 8 III. Cybercrime in Aviation†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 9 IV. Possible elements of threats†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.. 10 V. Conclusion†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦.... 10 VI. Bibliography†¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢ € ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦Ã¢â‚¬ ¦. 12 Technology in Aviation Current Technology Overview As a crucial element in the competitive marketplace innovation in the technology is vital for the air transport industry. Technological achievements greatly influenced aviation field when more computer- and web-based applications, techniques and tools are applied in the daily work of aviation sectors. In the recent years the Internet and web-based applications became some of the main technological achievements and advantages in the world, which main positive and efficient feature is to help millions of people to ease the process of finding and accessing necessary information quickly and precisely. It is expected that in the future more than three billion people would be using the global air transport system. The air travel passengers of the future would expe ct information and personalization whenever and wherever they travel. According to 2009 SITA Report, there are five new technologies that will simplify and smooth the air travel journey for passengers within the next five years. Such technologies include Web 2.0, mobile devices, Near Field Communications, biometrics and RFID. It is expected that these five new technologies will meet the changing and increasing needs and expectations of worldwide travelers in addition to improving their air travel experience starting from the flight choice decision and ending with the landing at the final destination. Web 2.0 Until recently there were two types of aviation-related websites, including aviation news and websites about aircraft markets providing the platform to trade for sellers and buyers. However, the modern Internet users and passengers require improved communication through interaction and participation. That is why, integration of Web 2.0 into aviation industry helped to open such websites as Flightblogger, AirplaneGeeks, UncontrolledAirspace, PlaneBuzz, RunwayGirl, Flightaware, and many others. These websites created â€Å"user-powered† passengers of the Web 2.0, who can communicate, interact and share information and flight experience. Popular social websites like Facebook, Twitter, YouTube and others have special aviation-related categories and groups. Websites like aviationclub.aero and avpronet.com became popular social networks dedicated to aviation, including forums, photo albums, walls for posting notes, etc. Linked-In helps to connect

Admission Essay Example | Topics and Well Written Essays - 500 words - 5

Admission - Essay Example My passion for law was converted in strong belief after I encountered a tragic incident in my childhood. One of my mother’s patients was working in a company which went bankrupt. This patient became miserable as he was not able to gain any security or financial help from the company. At the same time, he lacked the knowledge about the legal resources available to fight the company for his rights. Finally, the feeling of injustice, despair and insecurity drove him to commit suicide. This incidence shocked me to the core and my decision of pursuing law strengthened. I realized that people involved in the field of law can play a very crucial and important role in awakening people about their rights in the society. Law not only is influential in helping individuals in claiming their rights but also can help organizations and countries by developing awareness of justice in their citizens. These aspects of law made me to aspire to be an expert in the field of law. I also realized th at the injustice and the inhuman treatment suffered by innocent people in my country can be changed only with the help of law. I wanted to be a person who can bring happiness in lives of innocent people by fighting for their rights. As Oscar Wilde said â€Å"Some cause happiness wherever they go; others whenever they go.† The enthusiasm in learning law may have originated from immature and childlike idea, however, the desire to do the Juris Doctor (JD) programme in University of __ was a thoughtful decision as it is not only my interest but a stepping stone for the developmental needs for the future experience. Having a strong desire to study law was instrumental in me leaving Mainland China and come to an international city of Hong Kong, which was world-class in professionalism and opportunities, to study Bachelor Degree in_____. In the four-year study, I obtained a strong foundation in the major subjects like Policy Studies and Social

How Effective Korean Air Hr Strategy Is Management Essay

How Effective Korean Air Hr Strategy Is Management Essay This report discusses the details of suggested HR scorecard for Korean Air that shows how effective HR strategy is crucial for the successful achievement of its own strategic goals with appropriate measurement system HR Scorecard. Development process began with a clear statement of the companys strategy and operational goals with a strategy map showing the causal linkages in the value creation process. As next steps of process, workforce competencies and behaviors and strategically relevant HR system policies and activities are identified to create HR scorecard and the process concludes with presenting suggested HR scorecard with measurement. >During analyzing HR system and the organization, some points to be improved were emerged and these are mentioned with recommendation. If the HR concerns are solved, the company will be more resilient to face external environment with competitive workforce. HR Scorecard helps employees know and understand the organization strategic goals, encour age them to have skills and responsibilities in accordance with the goals, and guide them to achieve goals with measures. To make measurement system, the cooperation of HR managers and line managers for choosing proper metrics is very important. As strategies and goals are changed, the metrics and measurement system of HR Scorecard should be updated to be an effective and influential tool for strategic success. ii I. INTRODUCTION Many CEOs agree with the concept People are the most important assets and the fact that the companies with more effective HR management systems outperform their competitors, however, HR function and influence on companys performance are difficult to measure. Besides professionalism in Human resources are challenged to take a more strategic perspective and HR professionals are requested to prove Human resources are competitive advantages with measuring HRs performance corresponded with corporate strategy and its contribution to the company. Effective HR measurement system shows a clear and consistent view of how the company can implement its strategy in the organization and how HR can contribute to companys success with discovering and solving current HR problems. To start with defining corporate strategy of Korean Air, it will be evaluated how HRM play a strategic role, produce core values and interrelated with every level in the organization for achieving companys strategic goals using creating its own HR scorecard. II. BACKGROUND OF KOREAN AIR 1. Company overview Korean Air is an international airline headquartered in Seoul, Korea. As Koreas first private airline in 1962, it has grown into the worlds largest air cargo carrier and the thirteenth largest airline in the world. According to World Air Transport Statistics, Korean Air is the worlds largest commercial airline cargo operator since 20041. and was rated as the best airline in Asia for the third straight year, having the best business class on routes to Asia in 2009. 1 2. Corporate Vision and Mission Keeping with its vision To Be a Respected Leader in the World Airline Community, Korean Air is committed to provide best service that customers can value and trust and make a corporate culture that encourages innovation upon their mission Excellence in Flight 2). 3. Major Business Processes Passenger service takes the biggest part, however, cargo service gives the company considerable profits with a reputation as the largest international air cargo carrier. Korean Air has developed catering, maintenance, and unusually for an airline, an aerospace manufacturing business with researches and development programs for general aviation craft, military trainer and satellite since 1976 3). The aerospace division generated revenues of $470 million in 2008 and employs a little over 2,500 staff.4) 1) Business Review 2) (As of 2008) [Unit: Hundred Million Won, 1 US Dollar à ¢Ã¢â‚¬ °Ã¢â‚¬â„¢ 1,150 Won] 2) Operating Results 2) (based on 2008 IATA standards) 4. Structure Korean Air reorganized a corporate structure with new promotions for divisional responsibility management in 2003. It offers flexible management for planning, budget, recruiting and other key functions to all divisions. Every head of divisions would take a firm responsibility for outcomes and be appraised based on achievement.5) 2 a) Employees 2) (Total: 18,600, As of January 2009) b) Organization chart 2) 5. Business strategy Korean Air takes improved business strategies to implement corporate missions as below. 1) Globalization: To be ranked as global leading carrier with globalized manpower, service, and brand image. 2) Knowledge management : Encouraging learning and continuous improvement. 3)E-Business: Introducing more e-Commerce solutions and constructing upgraded Intranet for training and fast communication. 6. Relationship with external entities 1) International competitors : Business travelers who still consider Singapore Airlines with its young fleets and strong branding and Cathay Pacific which has a superior hub location due to its geographical proximity to China as superior in service and quality to Korean air.6) 2) Global airline alliance SkyTeam: Korean Air is a founding partner in SkyTeam, the worlds second largest airline alliance of eleven members and three associate carriers and expands its operations by code sharing and seat trading.7) Recently, Korean Air helped Uzbekistan airway and Garuda Indonesia to be joined.8) 3 III. HR SYSTEM AND THE STRATEGIC ROLE OF HR IN KOREAN AIR 1. HR system of Korean Air 1) Job Grade system Job Units are divided largely as Administration, Engineering, Cockpit crew and Cain crew. 9) Administration and engineering units operate a Course system for training and application purposes. Each unit has job grade scheme organized differently for every job unit and course to fortify expertise competencies. 2) Development training system à ¢-   Training organization Korean Air has developed and operated various training programs.10) Human resources development department and center take a charge of establishing training plans and integrated education. Professional training organization offer enriched education. As an implementation of Ubiquitous learning, Cyber campus is used. à ¢-   Training programs The training programs are prepared for each job grade and divided as Management development training, global competency training, job skills improvement training, and organization revitalization training. 4 3) Appraisal system 11) The appraisal system is based on measuring a contribution to company and individual work competency including performance, job aptitude and leadership. As Total analysis with giving feedback, they use appraised data for granting differential rewards or training and development. 4) Compensation and welfare system 12) Korean Air provide incentives, benefits (housing, medical and education support and culture leisure benefits) and favors such as discounted tickets and easier ticket purchase as a privilege of being with airline. 2. The Strategic Role of HR in Korean Air The long term strategies of Korean Air can be defined as follows; à ¢- ² To be ranked among top 10 international passenger airlines Developing new routes and reinforcing SkyTeam network Heighten global image awareness with excellent quality service and culture sponsorship 1) Korean Air will reopen the route to Saint Petersburg and launch Irkutsk, Russia this year. When Tunxi international airport in China opens this March, a route will be put on Huang Shan line. It is planned to expand a route network to Central Asia, Europe and Africa and extend the number of destination cities to 140 cities by 2019 through SkyTeam. To attract more customers, more investment for ordering A380 Airbus fleets and changing new luxury and upgraded seats for all classes is drawn from revenue. 13) 2) As global cultural sponsorship, Korean Air tries to cultivate different type of brand image. Korean Air sponsored the multimedia guide at the Louvre Museum in Paris and Russias State Hermitage Museum in St. Petersburg in 2008. It is spread out to the British Museums new set of handheld Multimedia Guides.14) 5 à ¢- ² To make China its biggest Market Korean air has strategic relationships with China Airlines and China Southern Airlines and makes an effort to expand it more with other Chinese airlines. Routes to Guangzhou, Dalian, Weihai, Yantai, Changsha and Shenzhen were added and its route network has covered 19 Chinese cities with more than 150 flights. It is one of the most expansive networks in the China among non-Chinese carriers and chosen as The best foreign airline in China. 15) Korean Air established a Chinese-only counter China Express in Incheon International Airport and began its operation to enhance convenience for a growing number of Chinese tourists.16) For brand awareness, outdoor billboards in Kunming, Wuhan, and Zhengzhou were built. Book donations to poverty schools and inviting children in earthquake damaged cities to Jeju island are one of its social responsibility activities in China.17) à ¢- ² To be a leading air cargo carrier Korean air made a contract to create Central Asian logistics hub with Uzbekistan government and Navoi airport in 2008 with cooperation from Hanjin Transportation Co., Ltd. (ground transport) and Korea Airport Service (airport ground handling). 18) By 2013, constructing an airport infrastructure and attracting investments from global logistics companies will be kept up. Whole project is planned to be finished by 2018. In China, cargo terminal in Tianjin will be completed until the end of 2010 for activating the market.19) HR Strategic roles for these major strategies All strategies are global related and to achieve these goals, it is necessary to recruit manpower with international competency and train its employees with various and differential programs per position as long term system. 1. Recruiting As the demand of international professional staffs for conferences with SkyTeam and developing Chinese market is increased, fluent English speakers, China regional experts and MBAs with proper educational backgrounds are highly needed to improve business competiveness. Common recruitment is by internet, headhunters, employment agencies, internal sources and college recruiting. 2. Training : Korean air operates Global online education system around 50 branches in the world. The systems handle the hands-on skills of reservation, ticketing, customer service, transportation, maintenance, and language study. Yet, it is needed to be more practical and wide ranged for employees to solve their problems encountered at work. 1) Foreign languages: New flight attendants take 4-week training included correcting pronunciation and aviation English and Japanese at cabin crew training center. Every employee depends on online education system afterwards. 6 2) Management knowledge: Customized MBA courses developed with Seoul National University for executives are offered. Manager level complete AMS courses which cover specialized knowledge of air transportation industry and management theories.20) 3) Overseas regional specialists: To enlarge global network, area specialists are indispensable. 1 year of Overseas services- short term international assignment for senior managers and managers is executed to send them to foreign branches for experiencing local languages, cultures and operating systems. New employees go to Mongolia as volunteering activities to plant trees for desertification for brand image and giving opportunities to look around the Mongolia as a next market. 3. Corporate culture: Korean air has reformed hierarchical culture which caused serious accidents as creating a central clearinghouse for monitoring and investigating safety reports and audit findings so that all divisions are ordered to share and coordinate data. In 2009, Koreas Ministry of Gender Equality signed an agreement with Korean Air to promote a women-friendly corporate culture and support career possibilities for women. 21) 7 IV. HR SCORECARD OF KOREAN AIR Step 1: Define Business strategy 21C leading global airline with globalized human resources, services, and brand image To be ranked among top 10 international passenger airlines To make China its biggest Market Leading air cargo carrier Step 2: Value chains of each division Step 3: Outline a strategy map and identify the strategically required organizational Outcomes Strategy map 8 Outcomes 1) More customers choose Korean air because of excellent service and flight convenience. 2) Korean air will leap to global brand not restricted to an airline in Korea. 3) Empowerment and teamwork will help to be a Learning organization. 4) Improved revenue is expected owing to transport increase of passengers and cargos Step 4: Identify the Required Workforce Competencies and Behaviors Speaking good level of English, Chinese or other languages to deal with foreign customers and doing business with international companies Fast operation based on participation and empowerment immediate feedback, open communication Service-oriented and committed employees for attracting and retaining customers Top management who educated with efficient and practical management knowledge Continuous trained maintenance and engineering manpower for safety Creating a powerful corporate brand with full understanding competitors and the future direction of company.22) Deepened knowledge about other countries to start or have projects with. Professional service training force for satisfying every needs of passenger service Step 5: Identify the Strategically Relevant HR system Policies and Activities 1. Inspiring allegiance to the company and raising morale 1) Setting up firm policies of compensation and benefits for motivation Specify pay per performance, rewards, recognition, retirement, family friendly benefits, time off with pay, maternity leave and safety health protection programs. 2) Rewarding individuals and teams, team development 3) Encouraging organizational commitment, job satisfaction and job security 2. Professional training schemes for cabin and customer services Reinforcing on-line and OJT programs, participation in related seminars of experts, comparison with those of competitors, refined grooming and etiquettes. 3. Provide segmented and enriched education for required job skills and the knowledge improvement of all level from in or outside. University-industry collaboration for academic programs Arrangement of related reputable institutes to short term education Job rotation for internal training by superiors Increasing overseas dispatch for studying languages and cultures Support to study abroad for highly performed employees. 4. Recruit right employees Select candidates with language proficiency, proper educational backgrounds and global experiences under conditions of detailed job description and specification for reduction training costs and fast adaptation to the organization. 9 Step 6: Design the HR Scorecard Measurement System Applied assessing measures for HR activities about workforce competencies and HR systems for HR scorecard are as follows; Assessing HR system 24) 10 Step 7: Periodically Evaluate the Measurement System It is hard to manage all of HR systems with interrelated metrics as the organization is bigger and its business is diversified. Currently Balanced scorecard, a computerized model, help top management track and monitor HR data with marketing and finance metrics for companys strategic success. With establishing customized software system (refer to http://www.activestrategy.com or http://senalosa.com), it is expected to have improved effectiveness for updating and evaluating HR information periodically. Yet, it should be implemented on the premise that creating Scorecard team to select and validate measures and collecting data with cooperation of all departments. 11 V. Conclusions and Recommendations 1. Conclusions Below suggested HR scorecard process of Korean Air shows how the scorecard measures the organizational outcomes, workforce competencies and behaviors and HR system policies and activities aimed at implementing the corporate strategy 21C leading global airline with globalized human resources, services, and brand image. Basic themes are 1. Create service-oriented workforce, 2. Provide enriched training for global competency, and 3.Raise morale and create positive corporate culture. For example, the theme Create service-oriented workforce is implemented from Recruiting and selection. The metrics for recruiting can be chosen among No. of applicants per sources; No. qualified applicant/position, proportion of employees selected based on validated selection methods. After selecting, the step would be moved to Training and appraisal with related metrics. Outcomes also can be measured upon 3 major tiers of customer responses, international corporate image, and inner communication derived from the strategy. 12 With metrics for each process combined with strategic goals, HR performances can be objectively and quantitatively. It is easier to see and check from the start to the final purpose of company increased revenue from the point of view of HR. The scorecards will be a more efficient tool to evaluate HR system when proper measures are added, refined and connected as the organizations strategic goals are achieved and developed. Besides, periodically revising the HR Scorecard help HR managers assess how well it supports the organizations strategy implement efforts. 2. Recommendations Despite aggressive strategies to grow, Korean air hasnt been identified as distinctive global airline. Among business travelers who still consider Singapore Airlines and Cathay Pacific China as superior in service and quality to Korean air. HR should play a pivotal role for reinforcing employee development one of an organizations competitive advantages more than ever because the competencies will be determined as Human resources with definite strategic goals ultimately. 1) Training Foreign languages and academic learning Company puts a huge energy to China market so speaking Chinese is another challenge. Furthermore their English proficiency is still rather below compared with Singapore airline, Cathay Pacific and Thai Airways as Asian airlines. It is important to create competitive environment with rewards or punishments through taking a test regularly and prepare for efficient language learning system with qualified teachers and teaching methods. Speaking languages with proper level is not accomplished within short period so it should be planned as long term schedule or to save relative costs, hiring international manpower at the first step should be considered. 2) Corporate culture: Chronic top down and secretive management style due to primogeniture and reluctance to outsiders is one of organizational factors in Korean Air to be improved. The solution of safety concerns and increasing customer expectation of broad and excellent services is satisfying employees as internal customers. Research has long shown that accidents and poor service quality are rooted primarily in social aspects not technology such as inferior management, decision making, teamwork, employee motivation or communication, can translate into loss of customers, market share, organization assets and, above of all, life. 26) High quality service is principal for differentiating among airlines and influential in customer choice. HR need to check whether the company has positive corporate culture encourages innovation, improvement and responsibility of each employee. Supervisors open door policy for communication, treating employees with respect and dignity can be a start. 3) Appraisal and compensation Fair compensation with appraisal will strengthen the organization. Regular in-house training for the system by HR department will be helpful for understanding and participation. Compensation should have its own schemes to prevent further grievances. Fairness of salaries and promotions should be kept because pay equity is connected to job satisfaction. 13 These three HR factors should be complemented with validated measures and implemented into HR scorecard soon for achieving strategies efficiently. HR managers need to cooperate with line managers to select effective measures for evaluating required HR activities and revise HR scorecard as the strategies are changed. It is important to have a comprehensive human resources measurement policy which enables to collect consistent information relevant with overall business strategy. With a solid HR metrics program, HR management can make business decisions that are based on facts and use the exact figures to support company performance. *Word count: 2,933. 14 Notes 1) International Air Transport Association (2008), World Air Transport Statistics. 52nd ed. Canada: IATA. Section 4: Airline ranking 2007. p.95-96. 2) http://www.koreanair.com/local/sg/gd/eng/au/ci/eng_au_ci_ov.jsp, accessed Feb 15, 2010. 3) http://www.globalsecurity.org/military/world/rok/kal.htm, accessed Feb 15, 2010. 4) http://www.flightglobal.com/articles/2009/06/18/328529/interview-korean-air-chief-executive-cho- yang-ho.html, accessed Feb 16, 2010. 5) http://www.airportal.co.kr/life/history/lee/LfLeeGu010.html, accessed Feb 16, 2010. 6)http://www.usatoday.com/money/companies/management/profile/2009-08-23-travel-airlines-korea_N.htm, accessed Feb 16, 2010. 7) http://www.skyunionvirtual.co.cc/about/carriers/koreanair.html, accessed Feb 16, 2010. 8) http://www.thefreelibrary.com/Indonesia%3a+Korean+Air+expands+codeshare+with+Garuda.- a0218567145, accessed Feb 16, 2010 9) http://recruit.koreanair.co.kr/personal/personal_b.asp, accessed Feb 15, 2010. 10) http://recruit.koreanair.co.kr/personal/personal_d.asp, accessed Feb 15, 2010. 11) http://recruit.koreanair.co.kr/personal/personal_e.asp, accessed Feb 15, 2010. 12) http://recruit.koreanair.co.kr/personal/personal_f.asp, accessed Feb 15, 2010. 13)http://www.etimes.net/service/etimes_2007/ShellView.asp?LinkID=6001ArticleID=201002041 8164103144, accessed Feb 17, 2010, The replacements will be in 32 B777s and A330s, which have recently been furnished with Kosmo Suites (First Class), Prestige Sleeper (Prestige Class) and New Economy (Economy Class) seats. 14) http://www.chosun.com/site/data/html_dir/2009/02/17/2009021700672.html, accessed Feb 17, 2010. 15) http://www.highbeam.com/doc/1P1-136897605.html, accessed Feb 18, 2010. 16)http://news.mk.co.kr/english/newsRead.php?rss=Ysc=30800011year=2009no=461130, Korean Air Puts Effort to Attract 1.3 billion Chinese Tourists, accessed Feb 18, 2010. 17) http://www.newswire.co.kr/newsRead.php?no=452353lmv=A02 , Korean air is the best foreign airline in China, accessed Feb 19, 2010. 18) http://www.airliners.net/aviation-forums/general_aviation/read.main/4128479/, Korean Air Builds A Logistics Hub In Central Asia, accessed Feb 19, 2010. 19) http://www.sgtusa.com/detail.php?number=7280thread=22r07, Interview with COO Lee Jong hee, accessed Feb 19, 2010. 20) http://www.hankyung.com/news/app/newsview.php?type=2aid=2009110446921nid=910sid =0001, accessed Feb 19, 2010. 21) http://joongangdaily.joins.com/article/view.asp?aid=2900768 On board, gender equality still up in the air, accessed Feb 19, 2010 22) Steven Howard, Corporate Image Management: A Marketing Discipline for the 21st Century 23) Gary Dessler (2008), Human Resource Management: 11th ed. Singapore: Prentice Hall. Chapter 2: Strategic HRM and the HR scorecard. p.62 24) Gary Dessler (2008), Human Resource Management: 11th ed. Singapore: Prentice Hall. Chapter 2: Strategic HRM and the HR scorecard. p.67 25) Brian E. Becker, Mark A. Huselid, Dave Ulrich (2001). The scorecard: Linking people, strategy, and performance. Boston: Harvard Business School Press. p.66. 26) Steven H. Appelbaum, Brenda M. Fewster (2003). Human resource management strategy in the global airline industry A focus on Organizational development. Equal opportunities International. Vol. 21. No.7. The International Civil Aviation Organisation (ICAO). p.70.

My 1000000 Purchase :: essays papers

My 1000000 Purchase I have given some thought to a big purchase after I get out of college. It will probably be a new car. I have always loved Volkswagens , and I think I would like to purchase a New Beetle. I own a 1961 VW Beetle, also known as a type 1. It is Cherry Red, and that is why I picked a New Beetle the same color. Through a lot of looking I have found a Cherry Red, 1998 VW New Beetle. It has 3,923 miles, power windows, locks, brakes, and tilt steering wheel. It also includes a sports pack. Which is alloy rims, rapped in 15 inch Michelins and a chrome dress up kit for the engine and exterior along with wood dress for the interior. You gain some speed with some help from a racing series transmission, from Empi motor sports. The price is $18,495, plus 6% sales tax. Taking the car to a total of $19,604. But, remember that in the state of PA it is illegal to drive without insurance on you automobile. So, I have added another $1,200 for a year of insurance. This car is rated as THE safest compact car on the road today. Provided by dual side airbags and passenger/drivers side airbags too. And with every car is a factory installed security system. With the price of insurance, sales tax, plus the purchase price, the total is a whopping $20,804. How may he buy that you say? Well, my great grandmother (god rest her soul) has left me $25,000 to do what I may with. I will only be spending a fraction of the money so, I have thought about installing a decal kit on the body along with a ground effects kit. This will take a little money. It racks up to $2,370. I have even thought about sticking a nice stereo system in it so I can rock and drive. It will probably be a Rockford system with enough speakers and amps to lift me off the ground.

Every Picture Tells A Story Essay

This picture shows a number of African-Americans queuing. Their line extends from one edge of the photograph to the other suggesting a long queue. The men and women are wearing coats suggestive of the fashion during the early part of the 20th century. It must also have been a cold day in autumn or early spring in that they have to put their hands inside their pockets to keep warm. In the background is a giant billboard depicting an American family comprising of a mother, father, two children and a dog. They are inside a car driving through the countryside. On top of the billboard are the words â€Å"World’s Highest Standards of Living† and on the right in cursive, â€Å"There’s No Way Like the American Way†. These words suggest to the viewer the affluence of an American lifestyle, specifically the average American family. To belong to an American family is the best place to be in the world. The photographer is trying to point out the irony between the two elements in the picture. The whole image suggests a pictorial commentary about inequality in American society and the illusion that the billboard advertises. The â€Å"highest standards of living† that the billboard ascribes is only applicable to the white American. The traditional, smiling, healthy, nuclear family contrasts sharply with the pensive expressions on the faces of the people in the queue. The bright billboard and the dark colors in the people’s clothing further emphasize this point. The viewer does not know what they were falling in line for but from the fact that some of them are carrying bags and buckets, they are probably queuing for food rations. The situation regarding racial divisions is not as bad today as it was decades before or the time when the photograph was taken. There are still some poor people who fall in line in soup kitchens, for food stamps, and temporary shelters, but they would be comprised of black and white Americans. Billboard ads though, have not changed. They still promote the good way of life to entice customers; still pretending that American life only offers good things.

Porters Generic Strategy Essay

Introduction It is clear that competing for sustainable and superior performance enhances a firm’s profitability. Equally, this same level of profitability depends largely on the attractiveness of the industry which is easily measured using the Porter’s 5 tools and more importantly, the position the firm takes within the industry to leverage on its strengths. To compete properly, a firm must address two fundamental questions. Should it focus on identifying a microcosm of the industry or serve the entire market? According to Michael C. Porter, the porter’s three (3) generic strategies are very important strategies, which can be applied to products and services in any industry or organization regardless of its size. The Three Porter’s Generic Strategies In order to gain competitive advantage, Michael Porter developed three generic strategies that a company could use; The Cost Leadership Strategy, The Differentiation Strategy and the Focus Strategy. These strategies have been used by various organizations to become more competitive in the market. Below is a representation of these strategies. 1. Cost Leadership Strategy: This strategy is all about minimizing the cost of creating/delivering the firm’s products or services. It means having the lowest average cost of production compared to relative competitors and still not compromise on quality. There are two main ways the strategy can be achieved; a. Increasing profits by reducing costs while charging industry-average prices. b. Increasing its market share by charging lower prices while making profit on each sale through economies of scale While this approach might be attractive because of its obvious advantages like the entry barriers that result when competitors are not able to produce at the same low level of cost or size of the market share the company gains, there is still the risk of losing the advantage when other rival firms begin to cut costs as well by using advancement in technology to enhance their production capacity. The cost leadership strategy is also broad in scope as it sells to different customers in its industry. Firms looking to use this strategy must be able to; i. Access the capital needed to invest in new technology, which will lead to a larger market share in the long run. ii. Provide continued capital investment to maintain its cost advantage through  economies of scale. iii. Develop cheaper ways to produce existing products and. iv. Maintain a tight control of its overhead costs. 2. Differentiation Strategy: This strategy allows companies to produce products and services that offer unique attributes that customers can perceive to be better than what the competition offers. It can be seen as a way for firms to compete by creating a completely new market and dominating it. The extra value the product or services provides to the market allow the firm to charge higher prices (premium) which then compensates the increase in costs used to provide that extra service. The differentiation strategy is achieved by using any combination of the following approaches; a. Different design. b. Different brand image. c. Different product or service features. d. Different and more advanced technology. 3. Focus Strategy: This strategy is a slight variation of the other two generic strategies. However, as the name implies, the focus strategy allows firms to focus on a particular niche market and provide uniquely low costs (cost focus) or uniquely different products (differentiation focus). Since the strategy is targeted to a select part of the market, it creates a strong loyalty for its brand from its customers, which helps to further reduce the threat of rivalry. Porter’s Generic Strategies in Action: Apple Inc. Founded on April 1, 1976 by Steve Jobs, Steve Wozniak and Ronald Wayne, Apple Inc is a multinational corporation that designs and leads innovation in the consumer electronics, computer software and personal computer’s industry. Apple Inc. traditionally focused on personal computers but later shifted its focus to consumer electronics. It now has a range of high-end products including the Macintosh line of computers, iPod, iPhone, and the iPad. They are also involved in developing innovative operating systems and browser. Its main competitors are Microsoft, Samsung, HP, Blackberry, Acer, Toshiba,  Nokia and Dell. Apple Inc. leads the competition by implementing a Differentiation Strategy. Apple Inc. sets itself apart from its competitors by providing unique features for its products, which the customers really cannot get anywhere else. These unique features include design, functionality, durability and consistency. Also, Apple electronic products are known to be sleek, simple and minimalist. It’s MacBook and iMac products have a reputation for long battery life and completely zero tolerance for viruses, which are known to plague other competitor’s products that run either Windows or Linus operating systems. Another aspect of differentiation that Apple utilizes well is its amazing customer service. Through its Apple Stores worldwide, Apple creates a very interactive forum where customers can come to purchase new devices or fix faulty ones. These unique aspects of its differentiation strategy are what give Apple the right to charge higher prices, thereby commanding a premium for their services. This strategy has proven to work well for the company because its market share has constantly been increasing since it released the iPod in 2005. The following diagram illustrates Apple inc’s strategic position relative to two of its competitors in the mobile industry; Apple inc. implements a number of strategies that makes it different from its competitors. It is more focused on meeting the customer’s needs than anything else, so they didn’t need to compete on price, and could set their own prices, because they were delivering something much more valuable to the consumer. The following are some of Steve Job’s quotes that reflect Apple Inc’s focus on the differentiation strategy; â€Å"If it could save a person’s life, could you find a way to save ten seconds off the boot time?† â€Å"You’ve got to start with the customer experience and work back towards – not the other way around. â€Å"Being the richest man in the cemetery doesn’t matter to me. Going to bed at night, saying we’ve done something wonderful; that’s what matters to me.† One of Apple Inc’s business strategies is to release few but highly anticipated high-end products while others like Samsung focused on releasing a wide variety of products to the market. Apple Inc. allows for long development cycles that grow anticipation and showcased new innovations with each new release under Steve Jobs whose strategy was develop and sell brand new, innovative products which blended art and  technology in order to provide a simple and streamlined user experience. After its initial release of the iPod and iPhone, Apple Inc. continued to innovate in the mobile device market through smartphones and then tablets which began to create a loyal customer base around their brand. Conclusion Since inception, Apple Inc carved its own market by creating unique products that targeted a specific market. The company continuously innovates to produce the best products in the market and strategically rolls them out so that its customers appreciate it even more. The following are its production and marketing emphasis: Production Emphasis: Nobody does it better Marketing Emphasis: Ours is better than theirs Apple Inc. focused on making technology more artistic with design features that catch the eyes of the customer. The efficiency of its products also makes customers want to pay a higher price. The company differentiated itself and its products from the competition and ensured that its loyal customers were always satisfied. References Chris Nosal. â€Å"Apple’s Marketing Strategy – Sell On Value, Not Price.† Web. 25 Mar. 2014. < http://www.chrisnosal.com/apples-marketing-strategy-sell-products-on-value-not-price/> Dan Mcgaw. â€Å"7 Key Strategies That You Must Learn From Apple’s Marketing.† Web. 28 Mar. 2014. < http://blog.kissmetrics.com/7-strategies-apple-marketing/> Fion McCormack. â€Å"Apple’s IPhone Marketing Strategy Exposed.† Yahoo Small Business Advisor. Web. 20 Mar. 2014. Grobart, Sam. â€Å"Apple Chiefs Discuss Strategy, Market Share-and the New IPhones.† Bloomberg Business Week. Web. 23 Mar. 2014. < http://www.businessweek.com/articles/2013-09-19/cook-ive-and-federighi-on-the-new-iphone-and-apples-once-and-future-strategy> Jerry Alison. â€Å"Business Strategy: The Three Generic Strategies.† HubPages. Web. 30 Mar. 2014.

Wayne LaPierre Biography - NRA Executive Director

Wayne LaPierre Biography - NRA Executive Director Since rising to the top administrative position at the National Rifle Association, Wayne LaPierre has become one of the world’s most recognized faces in gun rights advocacy. LaPierre has served as executive vice president and chief executive officer of the NRA since 1991. He has worked for the NRA since 1977. LaPierre’s position as top administrator of the nation’s largest gun-rights organization has thrust him into the public eye, particularly in politics. As a result, he is both revered by fellow gun rights advocates and a lightning rod for criticism from supporters of gun control. Wayne LaPierre: Beginnings After obtaining a masters degree in government from Boston College, LaPierre entered the lobbying industry and has been a figure in government and political advocacy for his entire career. Before joining the NRA in 1977 as a 28-year-old lobbyist, LaPierre served as a legislative aide to Virginia Delegate Vic Thomas. LaPierre’s initial job with the NRA was state liaison for the NRA Institute of Legislative Action (ILA), the organization’s lobbying arm. He was quickly named the NRA-ILA’s Director of State and Local Affairs and became executive director of the NRA-ILA in 1986. Between 1986 and 1991, LaPierre became a central figure in the gun rights niche. His move to the NRA’s executive director position in 1991 came as gun rights became a central theme in American politics for the first time since the 1960s. With the passage of the Brady Bill in 1993 and the Assault Weapons Ban in 1994 and the resulting fallout of the new gun control laws, the NRA experienced its greatest period of growth since its foundation in 1971. LaPierre’s salary as the NRA’s CEO has been reported at figures ranging from $600,000 to nearly $1.3 million, usually by critics of the NRA. LaPierre has also served on the boards of directors of the American Association of Political Consultants, American Conservative Union, Center for the Study of Popular Culture and the National Fish Wildlife Foundation. An accomplished author, LaPierre’s titles that include â€Å"Safe: How to Protect Yourself, Your Family, and Your Home,† â€Å"The Global War on Your Guns: Inside the UN Plan to Destroy the Bill of Rights† and â€Å"The Essential Second Amendment Guide.† Wayne LaPierre: Praise LaPierre is often revered by gun rights advocates because of his uncompromising defense of the Second Amendment in the face of gun control proposals and anti-gun political leaders. In 2003, LaPierre took on CNN after the cable news giant aired a segment featuring Florida Sheriff Ken Jenne, a former Democratic state representative, and his advocacy for an extension of the Assault Weapons Ban, which was set to sunset in 2004. The segment showed two AK-47 rifles being fired at cinderblocks and a bulletproof vest in an attempt to show how one, purported by CNN to be a target of the AWB, packed more firepower than a civilian model. As a result of criticism from LaPierre, who charged CNN with â€Å"deliberately faking† the story, the network ultimately admitted that the second rifle was being fired into the ground by a deputy sheriff rather than being fired into the cinderblock target. CNN, however, denied knowledge of the target switch. In the aftermath of 2011’s so-called â€Å"Fast and Furious† scandal, in which AK-47s were allowed to be sold to Mexican drug cartel members and later implicated in the deaths of two U.S. border agents, LaPierre became critical of U.S. Attorney General Eric Holder’s handling of the matter and later called for Holder’s resignation. One of the staunchest critics of President Barack Obama’s administration, LaPierre said before the president’s election that Obama harbored a greater â€Å"deep-rooted hatred of firearm freedoms† than any other presidential candidate in the NRA’s history. In 2011, LaPierre declined an invitation to join Obama, Holder, and Secretary of State Hillary Clinton for talks on the subject of guns. Wayne LaPierre: Criticism Not everyone has been amused by LaPierre’s sharp tongue, however. LaPierre’s statement about ATF agents involved in the Ruby Ridge and Waco assaults being â€Å"jackbooted thugs† led former President George H.W. Bush, a lifetime member of the NRA, to resign his membership in 1995. Five years later, even Charlton Heston - the NRA’s president at the time and perhaps its most beloved spokesman ever - called LaPierre’s statement â€Å"extreme rhetoric† after LaPierre said President Bill Clinton would tolerate a certain amount of killing if it meant strengthening the case for gun control.