The problem addressed by the campaign:
- American Airlines has different bench strength in different locations. They often move people around to fill talent gaps, restore order, and make improvements to various ports.
- In the United States and the United Kingdom, it is a challenge to find qualified people to fill entry-level management jobs
Conclusions and Recommendations:
- Mobility practices need to fit the model of company. American Airlines is in the “moving around” business, and its talent mobility practices fit the business. This model would not necessarily work or make sense in other contexts.
- Maintaining talent hubs from which the most experienced talent can be drawn facilitates mobility for purposes of operational effectiveness.
- Talent sharing, as practiced with BA and Iberia on transatlantic routes shows promise as a method of securing critical knowledge and know-how and aligning talent with the ever-expanding role of business alliances.
- Narrow views of competitiveness or rivalry should not stand in the way of exploring such relationships when the opportunity presents itself.