Talent Management Plan

Talent Management Plan

Recruitment Sources

Recruiters in the aviation industry have realized the need for efficient recruitment, which leads to funnel optimization by reaching out to smaller candidate pools. The most effective sources of recruitment for pilot jobs include hiring managers, referrals, and recruiters (Shetelboim, 2019). In 2018, 32.5 percent of applicants that used hiring managers received job offers. On the contrary, hiring managers had the least number of applicants, 6,425 (Glodz, 2019). Career sites and job boards received 69,502 and 45,928 applications, respectively. However, the translation into actual hires was only 0.7 percent for job boards and 1.4 percent for career sites (Glodz, 2019). This data confirms that the number of applications is not as important as the actual hires. As recruiters seek to deal with a smaller pool of candidates, using sources that obtain the resumes from candidates who satisfy the requirements is highly recommended.

Referrals provide reliable sources of candidates for airlines. Southwest Airlines holds in high esteem a family style of work. The current personnel recommends most of the employees at the airline. This means that the family culture is easily adopted as individuals recommend friends and relatives (Dan & Xinde, 2014). At the same time, this source provides a cost-cutting opportunity. Southwest Airlines can attract unemployed individuals who seek better pay and benefits. These include veterans, retirees, STEM graduates, and mothers seeking to return to work (Shetelboim, 2019). However, this would require investment in the training and development of such individuals. In return, the airline will be able to pay affordable wages for such candidates in comparison to the premium talent. Southwest Airlines emphasizes the right attitude among candidates (Dan & Xinde, 2014). This is based on the assumption that skills can be taught, but attitude is inborn.

Recruiters, as the third source of potential candidates, save time and cost for both parties. Recruiters have access to individuals who match the industry’s qualifications. This reduces the time it takes to peruse through resumes. Eventually, the lead-time taken to hire is less than it would be while using sources such as company websites. This translates into low recruitment costs and higher chances of quality hires. At least 14.1 percent of recruiters hire applicants (Glodz, 2019). Therefore, these three sources are expected to improve the efficiency of the entire process and cut down on time and costs.

Candidate Selection Methods

Most organizations, including airlines, invest time and human resources in selection procedures that highlight the competence of candidates. The main methods that characterize the selection process include situational judgment tests, structured interviews, and cognitive ability. Each of these methods highlights aspects that are critical to job performance. Companies choose methods based on validity, reliability, costs, utility, and legality. Southwest Airlines emphasizes the need for the right attitude (Dan & Xinde, 2014). Therefore, the most appropriate methods include situational judgment tests, integrity tests, and personality tests. These methods are valid as they reveal aspects of an individual that may not be indicated in the resumes. They are also reliable for companies that highlight the importance of attitude. They can be administered using paper and pencil or digital tools. They also observe the legal framework, as they do not violate the candidates’ privacy or discriminate against certain persons.

Training Methods

Organizations couple various training methods to maximize benefits. The most common include hands-on training, simulations, and e-learning. Companies choose training methods to match their needs gap, financial resources, and time. In the case of pilot training, a more practical approach is necessary to ensure that all hard skills are obtained. Therefore, hands-on training is critical to the process. Most successful candidates have educational requirements and probably lack updated skills in flying planes. To ensure that all candidates master these, it is necessary to include practical planes flying within controlled environments. Besides, simulations allow the candidates to experience the process on a digital platform. Most importantly, coaching is critical, as the more experienced pilots share knowledge with new employees (Dan & Xinde, 2014). Each of the three methods is associated with various risks and costs, which can be managed to avoid extremities.

Performance Management Systems

Performance management systems are important in reviewing employees’ performance, setting expectations, and assessing their achievements. Performance reviews, ongoing feedback, and performance evaluations are some of the common methods used to manage performance. Southwest Airlines should adopt ongoing feedback as one of the performance management systems. Feedback involves two-way communication between both parties. All individuals should be well-versed in their responsibilities. Working in an environment where personality is of paramount importance, such as Southwest Airlines, employees are encouraged to seek feedback in a relaxed environment. This system is easy as it can be incorporated into the daily work routine, making it highly effective (Pulakos, 2004). Feedback should be given respectfully and be specific to enable improvement. This collaborative process allows interactive learning.

Retention of Pilots

High turnover in organizations disrupts productivity and performance. Companies that can retain their employees for a longer period reap more benefits in terms of reduced recruitment costs, high productivity, and high revenue. Most organizations use benefits and compensation, reward programs, as well as training. Each of these strategies works differently for varying companies. Southwest Airlines could utilize effective recruitment to ensure retention. The appropriate strategies during recruitment lead to hiring the right people for the job (SHRM, 2020). A cultural fit for Southwest Airlines is critical for all employees. Once employees feel right at the workplace, they remain committed, as their work and life needs are met, and compensation remains competitive.

References

Dan, Y., & Xinde, C. (2014). Innovation Research of Enterprise Human Resource Selection—-The Selection of Southwest Airlines. International Journal of Business and Social Science, 5(7), 234-241.

Glodz, M. (2019, December). The Best Ways to Get a Job Offer [Research-Based]. Retrieved 2020, from https://www.cvpilots.co.uk/blogs/career-advice/best-ways-to-get-job-offer

Pulakos, E. D. (2004). Performance Management. Alexandria: SHRM Foundation.

Shetelboim, R. (2019, April). 2019 Recruiting Benchmark Report: Your Guide to Finding Top Talent. Retrieved November 2020, from https://www.jobvite.com/blog/jobvite-news-and-reports/2019-recruiting-benchmark-report-your-guide-to-finding-top-talent/

SHRM. (2020). Managing for Employee Retention. Retrieved November 2020, from https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingforemployeeretention.aspx

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This internship is turning into a great hands-on learning opportunity for you. Your manager has tasked you with proposing a talent management plan for pilots at Southwest Airlines. Your proposal will be considered by the Director of HR to make a formal plan.

Talent Management Plan

Develop a 3-page proposal that includes the following:

A recommendation of 3 recruitment sources that are best suited to recruit pilots. Consider the quantity of resumes generated, the percentage of resumes likely to result in accepted offers, the time to fill a position, and the cost to fill a position.
An evaluation of common methods used to select a candidate
Recommend 3 methods for selecting new pilots. In your evaluation, consider reliability, validity, utility, and legality.
An evaluation of common methods used to train and develop employees
Recommend 3 methods for training pilots at Southwest Airlines. Consider learning and development outcomes, cost of training and development, effectiveness of training and development, and risks.
An evaluation of common performance management systems
Recommend 1 method for performance management of pilots at Southwest Airlines. Consider strategic congruence, validity, reliability, acceptability, and specificity.
An evaluation of common methods to minimize voluntary turnover
Recommend 1 approach to retain pilots at Southwest Airlines. Consider methods for retaining employees, meeting pilot needs, and cost.

Cite all sources.

Format your citations according to APA guidelines.