Abstract of (HR) Human Resource Practice in Boeing

With the rapid increase in organizational technologies, the employment policies are also changing with organizational change. This article is based on the HR technologies which are using in an innovative way to develop the strategies related to human resource of Boeing. The research is based on the knowledge about the people who are engaged in working with Boeing in the changing environment. There is analysis of the people's behavior who are working with the changing environment. The article is based on the different approaches of human resource which are supported by the emerging technologies. It also discusses the issues arise in the company and to resolve it with best solutions. There is issue of changing relationship between the company and employees and to resolve these issues in current situation of the business market (R. A. Noe, Hollenbeck, Gerhart, & Wright, 2017).

Introduction of (HR) Human Resource Practice in Boeing

The study is based on the analysis of the Boeing Company’s HR policies, which are changing with the change in technology that shows how it will affect the management of the people working in the Boeing. We live in a global world where use of technology is preferred by every organization, which used in capturing value that how to interact in the organization. Providing that the environment of the Boeing is supported with new technology to attract and retain the employees in the competitive market. The HR of the Boeing considered its people are heart and soul of the company. HR’s work helps to Boeing to be an employer of choice to be top talent and more competitive. Boeing is an American based company that is dealing in the manufacturing and retailing of the aircraft. Where the HR practices used to evaluate with the innovative technology in the HR policies which could change the behavior of the employees. Boeing frontier staff explains many times to the individual about human resource management in the general field (C. C. Szymczak & Walker, 2003).

Body of (HR) Human Resource Practice in Boeing

The work in the process about the HR management of the company is a basic tool for the services provided to them by the company. The HR is focusing on the team as well as Boeing HR has designed new Functional Excellence Program to give sequence to drive common business results-oriented with the new technologies. In many cases, the companies are facing different issues in the policies and technology used by the company. Within the technologies used in the company to develop the people who are working in the company could help increase the growth and development of the organization. HR functional excellence has to types of components such as Core program forum is designed to help the senior management to gives the education about the Boeing leadership so that they could implement these strategies and could follow the instructions of the seniors to get the ultimate outcomes. The forum is a regional conference style that brings the employees and management closer to each other. Both are founded based on leadership according to different HR strategies. These strategies are compiled in the organization with new and innovative technologies of HR practice.

With the change in the technology of making 737 MAX, which required to use new technology, which reduces the probability of the plane crash. The experts give their review that they could not produce a low number of plane as it will reduce their output productivity (D. Wilkins & Dunlap, 1998).

Problems and issues

The relationship between human resources and technology is based on the strategies of the pricing of the product. As so on related to the issues regarding the new technologies using in the Boeing such as:

Rules and compliance: complying with the rules and regulations used in the Boeing are the responsible ongoing success of the company to make sure that all the employees are following rules and regulations of the business as concern with the audit and lawsuit of the company.

Workforce technology: the Boeing has faced the problem of plane crashed in 2016 which was resulted in the decision that the company will change the manufacturing technology of the plane and this will be tested by the expertise that the plane is used with proper technology to meet the requirement of the current needs of the time and people.

Boeing people’s system: there are also issues in HR practice of Boeing that the business has the problem regarding payroll of the employees. Multiple lines of management influence the chain of interest that shows the demand for the management of the company.

Culture heritage of merge business: Companies must have to deal with a different type of culture as all the businesses have to collaborate with the issues. With the problems regarding some changing track it is difficult to decide by the senior management.

IT terms: the HRMS system is made to design the BPS has been rolling in the operation of HR, which are implemented in the regulations. The HR is operating in the policies which make to come closer to the people in the organization.

Technology process: when the policies and the technology are changed, there may be issues create in the organization. If there is issue in the technology innovation, employees will get frustrated with the work as they don’t know about the process of making the data in a way to resolve the issues.

Recommendation/ solution of (HR) Human Resource Practice in Boeing

There is some ground on which solution of these problems are deal:

· It doesn’t matter how large the organization is working on and labor laws are used in hiring the new people for the task. There may be increase in wages, workforce safety and other laws described in the employment law act.

· The owner should focus on the communication benefits on the changing ground of the technology. There should be meetings and pieces of training about the new methodology used in production.

· There must be an approved leadership style that is used in the Boeing. New opportunities are responsible for defining the future of the company. There should be career opportunities to use the strategy to work with new technology.

· Training is the most economical and best way to deal with the new methodology in the market, which should be monitored under the observation of senior management.

· HR practice should make sure that there are best incentives for the employees in the company, and they are getting a handsome amount of the efforts they are producing.

Conclusion of (HR) Human Resource Practice in Boeing

 Boeing is an American based company that is dealing in the manufacturing and retailing of the aircraft. Where the HR practices used to evaluate with the innovative technology in the HR policies which could change the behavior of the employees. Boeing is facing issues regarding the HR practice in producing new aircraft as there is a change in the technology. The paper-based on the issues regarding the HR practice and there are also solution recommendations for these issues. Providing that the environment of the Boeing is supported with new technology to attract and retain the employees in the competitive market. The HR of the Boeing considered its people are heart and soul of the company. It is considered that how the employees of the Boeing will imply the concept of Boeing management model to support the business strategies of Boeing. By adopting these strategies there will be growth and productivity of the company. The management will consider different attributes of leadership to promote the product of the company. So there should be cooperative staff who could understand the policies of the company in best practice. The relationship between human resources and technology is based on the strategies of the pricing of the product. As so on related to the issues regarding the new technologies using in the Boeing is best HR practice in the organization (R. Nolan & McFarlan, 2005).  

References of (HR) Human Resource Practice in Boeing

C. C. Szymczak, & Walker, D. H. (2003). Boeing–a case study example of enterprise project management from a learning organization perspective. The Learning Organization, 10(3), 125-137.

D. Wilkins & Dunlap, B. (1998). Getting to the root of performance problems—Boeing's use of performance technology. Employment Relations Today, 25(3), 67-76.

R. A. Noe, Hollenbeck, J. R., Gerhart, B., & Wright, P. M. (2017)... Human resource management: Gaining a competitive advantage. New York: NY: McGraw-Hill Education.

R. Nolan, & McFarlan, F. W. (2005). Information technology and the board of directors. Harvard business review, 83(10), 96.