Continental Airlines Human Resources Plan Research Paper

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But this should not be the main criteria for selecting and recruiting staff. The HR recruitment and selection at Continental Airlines must seek to respond to quality standards imposed by the company.

The recruitment and selection process must follow a series of steps (Ivancevich & Glueck, 1986). Employees should be hired based on their skills, knowledge, and abilities (Kubr, 1992). Their aptitudes must match the requirements of each job, regardless of the minority they represent.

HR outsourcing is an option that Continental Airlines should take into consideration. The main reason for outsourcing is represented by cost savings. Given the fact that customers demand higher quality for the services they purchase and more benefits, companies are forced to cut costs in areas like human resources. Aside from this, practice has shown that many companies apply off-shoring as a method of personnel recruitment and selection. The advantages of off-shoring include: lower wage costs, increased quality of service, focus on core competencies, increasing the speed of the process cycle, access to technology and infrastructure, and other cost reductions (Dickmann, Brewster & Sparrow, 2008).

In the case of a company like Continental Airlines, it is recommended to implement a transformational leadership style rather than a transactional one. This would lead to a better relationship with employees in a multicultural environment. Such an approach is intended to lead to increased motivation and performance of employees.

One of the most important trends that affect companies' IHRM activity refers to the impact of international business ethics. A series of companies have difficulties in determining their HR approach in an international environment. There are mainly three variants that these companies can follow: ethical relativism, ethical absolutism, and ethical universalism (Dowling, Festing & Engle, 2008).

Reference list:

1. Dowling, P.J., Festing, M. & Engle, A. (2008). International Human Resources Management.

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Thomson Learning, Fifth Edition. Retrieved February 6, 2010 from http://books.google.ro/books?id=LVG2BUQs_ygC&pg=PA293&lpg=PA293&dq=ihrm&source=bl&ots=Bll6xQyEh1&sig=pBn0U1Q4eFi6ZCND9Lnby5BurWo&hl=ro&ei=HFptS6WWMZrimgPjoJSYBQ&sa=X&oi=book_result&ct=result&resnum=3&ved=0CBUQ6AEwAg#.

2. Halloran, J. (1986). Personnel and Human Resource Management. Prentice-Hall Inc., Englewood Cliffs. Retrieved February 6, 2010.

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4. Lloyd, G.R. et al. (1987). Economics of Labor. Prentice-Hall Inc., Englewood Cliffs. Retrieved February 6, 2010.

5. Klatt, A.L. et al. (1985). Human Resource Management. Charles E. Merrill Publishing. Retrieved February 6, 2010.

6. Kubr, M. (1992). Management Consulting. Retrieved February 6, 2010.

7. Ivancevich, J.M. & Glueck, F.W. (1986). Foundations of Personnel/Human Resource Management. Business Publications Inc. Retrieved February 6, 2010.

8. Fisher, D.C. et al. (1996). Human Resource Management. Houghton Mifflin Company, Boston. Retrieved February 6, 2010.

9. Heneman, H.G. et al. (1989). Personnel/Human Resource Management. Fourth Edition Irwin, Boston. Retrieved February 6, 2010.

10. Cherrington, D.J. (1991). The Management of Human Resources. Allyn and Bacon, Boston. Retrieved February 6, 2010.

11. Byars, L.L. & Rue, L.W. (1987). Human Resource Management. Edition Homewood Irwin. Retrieved February 6, 2010.

12. Gibson, J.L. et al. (1988). Organizations. Business Publications Inc. Retrieved February 6, 2010.

13. Dickmann, M., Brewster, C. & Sparrow, P. (2008). International Human Resource Management: A European Perspective. Routledge. Retrieved February 8, 2010 from http://books.google.ro/books?id=Cd17cnbv4UcC&pg=PA48&lpg=PA48&dq=ihrm+transactional+to+transformational+approach&source=bl&ots=B2zZc9x51_&sig=JL6LRpVpTUOEOt_p0Kk79eGGJvQ&hl=ro&ei=9UpwS-wZmuKaA7CilJgF&sa=X&oi=book_result&ct=result&resnum=4&ved=0CBcQ6AEwAw#v=onepage&q=&f=false......

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