Name Professor Corse Date Qantas and Jetstar Airlines Table of Contents 1.0 Introduction………………………………………………………………………………2 2.0 Strategies that Jetstar Airlines want to Execute……………………………………….....2 2.1 Market Conditions………………………………………………………………........2 2.2 Immediate Priorities…………………………………………………………………..4 2.3 Reshaping and Broadening Jetstar Airlines…………………………………………..3 2.4 Earning and Rewarding Loyalty……………………………………………………...3 3.0 How the Strategic Choices by Qantas Affect Human
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is Jet Star? Jetstar is a value based carrier network providing all day every day low fares with an open approach to air travel serving in excess of 50 markets across the Asia and Asia Pacific region. We believe in fostering a culture that is focused on our customers - ensuring we deliver the lowest fares and provide a travel experience that is refreshing and enjoyable, alongside our commitment to all day every day low fares both to our passengers and our staff. The Jetstar Group includes wholly
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By 1931, mail transported by air from Australia was reaching Britain in just 16 days—less than half the time taken by sea. This was good, but they wanted it to be better. In that year (1931), government tenders on both sides of the world, invited applications to run new mail and passenger services between the ends of the British Empire. Australia's Qantas and Britain's Imperial Airways won the tender by combining a joint bid. They then formed a joint company named Qantas Empire Airways or QEA. QEA's
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Title Jetstar Asia Airways 1. Introduction This report will be analyzing Jetstar Asia Airways Pte Ltd. The report consists of the PESTEL model and Porter's 5 Forces model for an in-depth analysis of Jetstar Asia Airways Pte Ltd. In the report, there will recommendations on diversifications strategies for the company and a conclusion summarizing up the report. Jetstar Asia Airways Pte Ltd is based in Singapore. It is owned by Westbrook Investments and Qantas Group Holdings (Jetstar, 2014)
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Comparing Job Descriptions 8/18/2012 In writing a job description, it is important for the job description to be clear and specific. In comparing different job descriptions, you will notice the differences. If a clear meaning is not shown, the employee will not have a clear understanding what is expected of them. I compared two job descriptions, and this is what I came up with. In Managing Human Resources (Snell, Bohlander 2013 pg.153) job descriptions should
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Job Description Definition: “Job Descriptions typically support key Human Resource decisions, including those which link competencies with functions such as selection, training, career development, pay determination and promotions. It includes a job Title, reporting relationships, a summary of responsibilities, and a level of decision-making authorized and hiring requirements information.” Hawkes, C. L, &Weathinton, B. L. (2014).Competency-Based Versus Task-Based Job descriptions: Effects
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strategy used by Jetstar Asia Business model of Jetstar Asia Upon its official launch in December 2004, Jetstar Asia launched an all-out aggressive expansion plan to operate numerous flights connecting Singapore to the major cities of the South-East Asia region like Jakarta, Pattaya, Surabaya, Shanghai, Taipei, Hong Kong, Manila and a few other cities in India. Jetstar’s targeted market would be a 'combination of business and leisure travellers' according to the company. Jetstar believed that their
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more places, more often. The Jetstar Group is a value based, low fares network of airlines operating in the leisure and value based markets. The Group consists of: • Jetstar Airways in Australia and New Zealand (wholly owned by the Qantas Group) • Jetstar Asia based in Singapore. The company is managed by Newstar Holdings, majority owned by Singapore company Westbrook Investments (51 per cent), with the Qantas Group holding the remaining 49 per cent of shares • Jetstar Pacific based in Vietnam (27
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affect an organisations approach to recruitment and selection are: Internal * Skill shortages – Looking at what areas of the company are lacking in skills, giving the Human Resource department the chance to set Person Specifications and Job Descriptions based on what skills they require. * Recruitment requirements – How much the company can afford to spend on
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Attracting and Retaining Talent in Corporate America GB 540: Macroeconomics Randy Worthy Graduate Student February 8, 2011 “….companies were increasingly dependent on the knowledge worker..the new worker who worked not primarily physically with his body doing physical labor, but with his mind…all workers were of significant actual and potential value to the firm…labor was not an expense; labor was added value, a resource, potentially the greatest resource that
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