JetLinkin Park
Well-known member
- Joined
- Sep 29, 2004
- Posts
- 118
Manpower management has two primary parts: employee recruitment, and employee retention.
If the company cannot properly staff through recruitment (agreed, not really influenced by the pilot group), retention of existing employees becomes critical. While you can't hope to retain everybody, you need to retain enough to maintain existing operations, to say nothing of growth. And you have to give those employees an incentive to stay in order to retain them, principally financial incentives but also possibly intangible (quality of life/lack of BS).
A combination of recruiting falling short and retention breaking down can put the company into a position where it has no choice but to reduce operations due to a lack of staff.
So to the point:
Lifers and company men won't "save" XJT. Without a contract that is "good enough" to keep FOs for bailing for the prospect of a fast upgrade elsewhere and keep those 10-12 year guys that don't want to take a 5 year earnings hit but are concerned about the company as a going concern and further degradation to their W2s and QOL...the inevitable will catch up.
I have never been a "great pilot shortage" proponent, but the most basic of Econ 101 is starting to take effect and you can see it in hiring at SKW or Horizon vs, say, Endeavor.
Completely spot on and well communicated. Thanks for getting it sir.