A Talent Management Plan for Pilot At Southwest Airlines

ANSWER

Human Resources Management

Human Resources Management

Three Recruitment Sources

1. Person to person source: in this type of recommendation recruitment, applicants and candidates sourced through referral use. Unfortunately, this method is difficult, and often, the applicants are hard to find in enough numbers and identify. Further, it can cause a prolongation of the recruitment process (Azmy & No, 2018, p. 3). This form of recruitment is also costly as the organization needs to reward the referrals for their role in identifying potential candidates.
2. Traditional sources: This mode is good as it brings candidates to an organization in large numbers. However, it is not without its disadvantages. Although a commonly used method to assess candidates, it lacks competitiveness compared to internet sourcing (Azmy & No, 2018, p. 3). Similarly, like any other sourcing method, candidates may take time to send their application before the process starts, thus delaying it.
3. Internet sources: In an era that has turned digital and technology is at the forefront of everything today. Additionally, this method offers an opportunity to access numerous professionals on the online market. The internet offers various job finding websites with thousands of applicants and potential candidates (Azmy & No, 2018, p. 2). The hiring manager is likely to find thousands of candidates with various qualifications, ages, and experience online.

Three Common Methods to Select A Candidate

1. Evaluation through cognitive ability: This evaluation method is most effective when assessing the candidates’ job performance and ability to perform various tasks in the field. It helps the interviewers understand the candidates’ abstract thinking abilities, learning agility, rational decision-making capability, ease of learning, and teamwork ability (Casey et al., 2019, p. 6). Some of the tests that could be offered include reasoning and simulator tests.
2. Conducting panel interviews: This evaluation method is structured so that candidates present themselves in front of a panel and are questioned regarding the job they are applying for. The applicant who impresses the panel and performs best according to the designed score chart is selected (Casey et al., 2019, p. 6). This method is not only simple but also easy. In this form of evaluation, the panel can learn much more about the candidates’ emotional intelligence, quick thinking, problem-solving abilities, and communication skills, among other aspects.
3. Evaluation through curriculum vitae and application forms: This evaluation method is the most common one used by most organizations. It helps the organization gain information on the candidate and ensures that the recruitment process is consistent. However, it can be time-consuming as it also includes a shortlisting process and contacting viable candidates to come for interviews in some instances (Casey et al., 2019, p. 7). Similarly, this method offers the company a valid and reliable way of letting all applicants compete fairly and on the same platform.

Common Methods to Train and Develop Employees

1. Interactive training: This training method will allow pilots to share experiences and lessons from each other. Apart from that, it is a cheap method that is highly effective in improving teamwork among employees. It also allows the pilots to from each other as peers and from their seniors (Samwel, 2018, p. 27). It allows them to gather knowledge from their instructors, trainers, and other learners. Further, it creates an environment that maximizes learning, improves collaboration, maximizes job satisfaction, and reduces workplace discrimination.
2. Classroom-based training: On the other hand, this type of training includes utilizing a facilitator’s knowledge in the classroom. It might take place on-site or in a physical space such as a secluded office space (Samwel, 2018, p. 27). Pilots may go through lessons in the forms of presentations, case study assessments, scenario-based learning, and practical activities. In a company such as Southwest Airlines, pilots will need continuous learning and experience from technical experts. Although this training may be expensive, it will benefit the company and the pilot. In this case, the benefits outweigh the costs and disadvantages.
3. On-the-job training: This training method involves teaching them about competencies needed and equipping them with the knowledge and skills needed to conduct their work effectively. It is a hands-on method, and the employees learn in an environment where they can practice the skills and knowledge learn to benefit the organization (Samwel, 2018, p. 28). For Southwest Airlines, the company can use this method to learn new things using various encounters. This type of training motivates the pilots to be productive and be better in the occupation. Training pilots increases the safety assurance of the company and passengers as well.

Common Performance Management Systems

Some of the common performance management systems include:

1. Assessment center method
2. 360⁰ Feedback
3. Management by objectives

However, for the Southwest Airlines Company, the recommended method is management by objectives. This method will allow the company’s managers to communicate with the organization’s employees their objectives effectively. Apart from that, each employee’s performance will be judged based on its objectives, allowing those whose performance aligns with the objectives to be rewarded for their work (Murphy, 2020, p. 15). On the other hand, others’ performances may be improved through on-job training.

Common Methods to Minimize Voluntary Turnover

The company could employ various methods to reduce and prevent employee turnover. However, I would recommend competitive benefits and pay to the pilot (Mumtaz & Hasan, 2018, p. 5). In the airline industry, competition is stiff, and therefore, to retain employees, the organization will need to offer its employees unique benefits not offered by its competitors.

References

Azmy, A., & No, J. S. R. (2018). Recruitment strategy to hire the best people for organization. Journal of Management and Leadership, 1(2). https://www.researchgate.net/profile/Ahmad-Azmy/publication/334319147_RECRUITMENT_STRATEGY_TO_HIRE_THE_BEST_PEOPLE_FOR_ORGANIZATION/links/5d2466ec458515c11c1f6251/RECRUITMENT-STRATEGY-TO-HIRE-THE-BEST-PEOPLE-FOR-ORGANIZATION

Casey, K., Kamara, A. B., & Meriggi, N. (2019). An experiment in candidate selection (No. w26160). National Bureau of Economic Research. DOI 10.3386/w26160

Mumtaz, R., & Hasan, S. (2018). Determinants of employee turnover a survey of employee intentions trend in urban societies of the Region. Business and Economic Journal, 9(2), 2-8. DOI: 10.4172/2151-6219.1000356

Murphy, K. R. (2020). Performance evaluation will not die, but it should. Human Resource Management Journal, 30(1), 13-31. https://doi.org/10.1111/1748-8583.12259

Samwel, J. O. (2018). Impact of employee training on organizational performance: Case study of drilling companies in Geita, Shinyanga & Mara Regions of Tanzania. International Journal of Managerial Studies and Research, 6(1), 36-41. http://dx.doi.org/10.20431/2349-0349.0601005