Human Resource Management is one of crucial internal factors. If Lufthansa wants to perform in a global way successfully, they have, firstly, to alter their HR strategy along with different cultures or retain some of their own culture and history. In this case, HRM systems in Lufthansa will be illustrated in terms of Hagan's HRM theory, which embodied job design, staffing issues, training and development as well as rewards systems.
I. Job design: The subsidiaries of Lufthansa have become more independent to design their own unique management strategies and can make their own decisions directly. Therefore, employees have more freedom to have their own opinion and they can directly communicate with the managers. In other words, this independent tendency can save more time and let decisions made more promptly.
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