Introduction
The significance of talent in any given organization cannot be underestimated. Talent facilitates the optimal performance of many employees within an organization. Hence, one might contend that talent significantly influences the performance of an organization. Hence, the HR department plays a fundamental role in managing talent inside a firm. As defined by Budhwar & Bhatnagar (2007), talent management involves implementing comprehensive people management strategies inside a company to effectively plan for, attract, engage, and retain highly skilled and resourceful personnel. These employees contribute to the attainment of an organization’s primary business objectives. According to Rabbi et al. (2015), the primary objective of talent management is to effectively acquire, cultivate, and retain the most exceptional individuals inside a certain firm. To achieve this, the human resources department in any firm consistently strives to retain people who possess valuable and impactful abilities and attributes for a longer period. This facilitates the creation of a highly efficient and productive workforce. Essentially, a robust workforce is synonymous with triumph for the organization. An organization can gain a competitive edge by implementing appropriate strategies and preparations for managing its human resources. The talent management process encompasses various crucial areas, including sourcing candidates, evaluating their potential, providing training, and overseeing their performance. An essential component for the organization’s success and competitiveness in the market is the implementation of a recruitment, training, and assessment plan.
A recommendation of 3 recruitment sources that are best suited to recruit pilots
Regarding talent acquisition, the most prevalent sources a business may rely on are crucial for discovering and maintaining the most exceptional personnel. By utilizing superior recruitment sources, an organization can get a robust application tool that comprises highly skilled individuals who will demonstrate long-term dedication to the company. Conversely, utilizing inadequate recruiting sources will result in the acquisition of low-caliber skills. This talent level will lead to subpar performance and increased employee turnover rates. Potential outlets for Southwest Airlines to recruit top talent include
Traditional Recruitment Sources.
Common conventional recruitment sources encompass employment agencies, job fairs, and newspapers. These external recruitment sources are widely utilized due to their high accessibility. In addition, job seekers frequently access them. While numerous advantages are associated with utilizing these techniques, they are also accompanied by various constraints. For instance, certain studies have discovered that the caliber of candidates found through these methods is inferior compared to more advanced recruitment techniques. Consequently, this could significantly increase employee turnover and subpar job performance inside a company. Similarly, with the increasing popularity of contemporary job search techniques, most competent individuals seek employment elsewhere and must start using conventional approaches (Muscalu, 2015). Consequently, South-Western Airlines may encounter difficulties in acquiring top-notch pilots if they use conventional recruitment channels.
Web and Internet Recruitment
An organization can utilize many online and offline recruitment resources, such as social media, job boards, and websites. The method’s advantage is the organization’s ability to connect with a wide pool of potential recruits (Muscalu, 2015). As a result, this is among the greatest platforms for hiring both domestically and internationally. Southwest Airlines will, therefore, have access to a sizable pool of pilot candidates from which to choose the most qualified attributable to its online job advertisement.
Person-to-Person Recruiting
Walk-in candidates and employee referral programs are some of these sources. Since there is some relationship, this method offers a far more insightful and secure look into the prospects. Additionally, asking current pilots for recommendations is a great way to find highly qualified candidates, and this is a talent acquisition method that Southwest Airlines should pursue.
Common methods used to select a candidate
The organization has multiple options for choosing the best applicant for the pilot role. Some of these techniques include application forms and resumes, online screening, psychometric testing, shortlisting, personality profiling, and ability and aptitude tests. There are benefits and drawbacks to each approach. When the documents and CVs are sent, the human resource team should assess them to verify their credibility. This will help avoid applicants lying and hiring incompetent pilots, as has been the case in some other institutions.
Recommended methods for selecting new pilots
Psychometric testing, ability and aptitude tests, and the utilization of CVs are the suggested approaches for choosing pilots. Since they demonstrate the candidates’ qualifications, experiences, and talents, these are regarded as the most successful ways of candidate selection (Sameen, 2016). As a result, it will be determined whether or not the candidates have the knowledge and expertise needed for the pilot position.
Evaluation of common methods used to train and develop employees
Organizations train and develop their workforce in a variety of ways. Employers frequently utilize e-learning, hands-on training, simulation, role-playing, instructor-led training, mentoring, coaching, and case studies as employee development techniques. It is crucial to remember that these techniques are inappropriate for any work. Certain occupations are ineffective for really important tasks like medicine and flying. Case studies, for instance, could be a better technique for staff development and training in piloting.
Recommended Methods for Training Pilots at Southwest Airlines
I recommend instructor-led instruction, practical training, and simulation to develop and train pilots at Southwest Airlines. Creating a realistic training and learning environment that mimics or reflects real-life situations and work is the essence of simulation training. This approach allows trainees to apply their knowledge and abilities through a practical, hands-on exercise. The best learning outcomes can be obtained by simulation training, according to several research. Additionally, it provides an immersive and realistic experience within the learner’s professional position. This training method works well because it accommodates a variety of learning styles to fulfill the demands of a wide range of learners. This approach is particularly successful because it considers the requirements of kinesthetic learners, especially those who perform well in hands-on activities (Noe & Kodwani, 2018). Conversely, learning by doing is referred to as hands-on training. Pilots benefit greatly from this training method since it equips them with real-world information and abilities. This training approach also carries less danger and is less expensive. Finally, training conducted in a conference room or classroom is referred to as instructor-led training, where skills are taught through talks, presentations, and demonstrations. It is really useful and less expensive.
Evaluation of common performance management systems and performance management of pilots at Southwest Airlines
Performance evaluation is crucial because it assesses how well workers carry out their responsibilities. It also ensures that the organization’s resources align with its goals, mission, and objectives. The 360-degree Appraisal, General Appraisal, as well as Technological Performance Appraisal are a few popular performance management techniques. The 360-Degree Appraisal is the system that I recommend for pilots employed by Southwest Airlines. This approach is significant because it fosters communication, raises responsibility, improves output, strengthens professional bonds, and supports individual growth.
Common methods to minimize voluntary turnover
Multiple strategies must be implemented to ensure staff retention for Southwest Airlines’s success. One objective is to facilitate the employees’ growth and development. Providing individuals with opportunities for growth and facilitating their access to educational prospects will guarantee their continued presence within the organization. Furthermore, it is crucial to consider ambassadorship within enterprises, as it significantly impacts establishing stronger relationships and influences employee retention. Fostering a conducive company atmosphere enables employees to acquire novel experiences and cultivate optimism for a more promising future. These favorable experiences will consistently motivate people to continue to enhance the firm’s long-term success. Selecting the right candidates also plays a key role in how the employee will stay in the organization. One of the finest strategies recommended for keeping pilots at Southwest Airlines is recognizing and rewarding staff members and treating them correctly.
Conclusion
Talent management plays a great role in the success of an organization. It ensures that an organization recruits and retains the best skills. Also, it ensures that an organization develops its employees to fit its future human resource needs.
References
Budhwar, P. S., & Bhatnagar, J. (2007). Talent management strategy of employee engagement in Indian ITES employees: key to retention. Employee relations.
Muscalu, E. (2015). Sources of human resources recruitment organization. Land Forces Academy Review, 20(3), 351.
Noe, R. A., & Kodwani, A. D. (2018). Employee training and development, 7e. McGraw-Hill Education.
Rabbi, F., Ahad, N., Kousar, T., & Ali, T. (2015). Talent management as a source of competitive advantage. Journal of Asian business strategy, 5(9), 208.
Sameen, S. (2016). Employee hiring through informal and formal sources of recruitment an implication for job satisfaction and intension to leave. International Journal of Innovation, Management and Technology, 7(6), 286.
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