Marla Duff-Week 4-Apply_ Summative Assessment_ Recruitment

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Wk 4 - Apply: Summative Assessment: Recruitment Org/535 Marla Duff Recruitment

When seeking to recruit new pilots, it is essential to consider various factors, as these individuals will be responsible for piloting aircraft alongside numerous passengers in the sky. It is crucial to employ a minimum of three recruitment sources to identify the most suitable candidates for the job. The multitude of recruitment avenues ensures a robust pool of applicants for the positions. Evaluation of commonly used methods is necessary, as it aids in training and developing employees to align with Southwest Airlines' requirements. The training of pilots should incorporate at least three methods, focusing on learning and developing new outcomes, determining training and development costs, assessing effectiveness, and identifying potential risks. Additionally, a thorough assessment of the performance management system is essential. Keeping the performance management for pilots current is imperative, considering aspects such as strategic congruence, validity, reliability, acceptability, and specificity. Regular evaluations of common methods are required every few months to minimize the turnover rate. Recruitment Sources In exploring optimal recruitment sources for identifying pilots, it is advisable to utilize websites, job fairs, and employment agencies. The use of websites expands the reach globally, enabling Southwest Airlines to attract potential candidates from around the world. While this approach may introduce diverse applicants, it provides an opportunity to select the right candidate regardless of their location. Job fairs offer direct interactions with prospective candidates, fostering a deeper understanding of their qualifications and suitability for the role. Among these options, employment agencies stand out as particularly beneficial, as they maintain a curated list of individuals who may align with the specific job requirements. This ensures a more targeted selection, reducing the likelihood of considering candidates with no prior flying experience. Employing a combination of these methods helps guarantee a comprehensive search for the ideal candidate, preventing overreliance on a single source. When seeking pilots, the selection process extends beyond ensuring adherence to safety protocols. It is designed to identify individuals who exhibit logical behavior and a strong sense of common sense in their daily work. Candidates must possess a robust background and undergo thorough training to meet the expectations of their responsibilities both in-flight and during non- flying periods around the world. Selecting New Pilots When choosing a new pilot, certain prerequisite skills must be met for them to qualify for the role. Confidence is essential, as pilots must be able to take decisive actions with assurance, being certain they can handle the consequences. Multi-tasking is a crucial skill, enabling pilots to

effectively manage and address multiple priorities and projects simultaneously. Time management is imperative, ensuring the ability to handle complex tasks and meet deadlines within specified timeframes. Additionally, problem-solving skills are a necessity, as pilots may encounter complex issues with various options and variables. Adaptability is also crucial, as pilots may need to swiftly adjust to changes in circumstances. It is crucial to emphasize that becoming a pilot requires proper training and licensing; it is not a role for just anyone off the street. Common Methods for Training and Development Presently, Southwest’s training approach is structured through the Destination 225-degree program, aimed at reducing reliance on the open market. This initiative allows us to align pilot training with our operational methods and provides the opportunity to recruit from the program. Within this framework, distinct pathways exist: the cadet pathway, university pathway, military pathway, and employee pathway. The cadet pathway is designed for individuals at the outset of their pilot aspirations. The university pathway is tailored for collegiate aviators who have either attended a Southwest partner university or completed a Southwest Airline Campus Reach internship. The military pathway serves to facilitate the transition for military personnel with flight experience, while the employee pathway caters to those already employed by Southwest. This comprehensive program offers various benefits to individuals embarking on a career with Southwest Airlines. Within our company, there are distinct advantages compared to other organizations, and it is crucial to maintain a proactive approach to cater to all employees, whether they work on the ground or in the air. Offering tailored training options ensures that employees are motivated to advance their careers within the company rather than seeking opportunities elsewhere. By providing diverse training choices, we aim to foster a culture where employees feel supported in their professional growth and remain committed to our organization. Performance Management Systems Performance management is a critical aspect of organizational success, ensuring alignment between individual and company goals. A potential approach to performance management for pilots at Southwest Airlines involves employing the Behaviorally Anchored Rating Scale (BARS) method. BARS is a performance appraisal method designed to offer a more objective assessment of employee performance by integrating both quantitative and qualitative data. This method utilizes a predefined scale of behavior-based criteria, anchored to various performance levels. BARS is tailored to align with the company's strategic objectives, concentrating on specific behaviors crucial for effective pilot performance. This ensures that the evaluation of pilots' performance remains closely tied to the company's mission and values. The validity of BARS as

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a performance appraisal method is derived from its assessment of pilots' actual on-the-job behavior, measuring the alignment of their actions with the company's expectations. Moreover, BARS ensures reliability in performance appraisal by promoting consistency in rating pilots' performance. The use of predetermined behavioral criteria helps mitigate the impact of rater bias and subjectivity. Notably, BARS is distinctive in its focus on evaluating pilots' behavior within a specific context. This method delivers precise and explicit feedback on pilots' performance, facilitating the identification of areas for improvement. In conclusion, the BARS method presents itself as a potentially effective performance management system for pilots at Southwest Airlines. Its emphasis on specific behaviors aligns seamlessly with the company's overarching goals, and its objective nature mitigates the influence of rater bias. Additionally, the provision of clear and specific feedback through BARS can aid pilots in enhancing their performance. Turnover Secure the right personnel. Notably, acquiring qualified individuals can mitigate voluntary turnover, as the right staff tends to be responsible and acquainted with their expected duties. Terminate individuals who are not a match for the role. Some employees may find themselves incompatible with their assigned job roles. Consequently, letting go of such employees becomes a preferable option to curtail voluntary turnover. Promote generosity and appreciation. Employees who demonstrate generosity are likely to enhance performance, contributing to an organization's profitability. Additionally, exhibiting gratitude within assigned roles is crucial.Recognize and reward employees. Undeniably, acknowledging and rewarding employees serves as a motivator, encouraging them to exert additional effort and meet deadlines. This, in turn, diminishes voluntary turnover. Foster employee engagement. Employee engagement plays a pivotal role, allowing employees to share ideas and perspectives on various projects. This equips each employee with diverse skills, ultimately reducing voluntary turnover. To retain pilots at Southwest Airlines, prioritize offering the right benefits. Providing pilots with the necessary perks, such as rewards and time off, can contribute significantly to retaining them within the Southwest Airlines workforce. Conclusion Clearly, with the tightening pilot employment market, the challenge of attracting, hiring, and retaining new pilots has escalated. Nevertheless, I am of the opinion that if Southwest Airlines concentrates on the essential elements outlined in this proposal, it has the potential not only to maintain a well-staffed operation but also to ensure the presence of the safest operators contributing to the airline's ongoing success.

References: Cocanougher, A. B. & Ivancevcich, J. M. (1978). BARS’ performance rating for sales force personnel. Journal of Marketing, 42: 87-95. James, D. (n.d.). BEST EMPLOYEE HIRING SOURCES FOR RECRUITMENT. Retrieved from https://www.furstperson.com/blog/3-tiers-of-talent-acquisition-recruiting-sources The Elements of Pilot Selection. Retrieved from: https://osmaviation.com/elements-pilot-selection-osm-aviation/

McIntyre, F. S. & Gilbert, F. W. (1994). Improving performance in case courses: An argument for behaviorally anchored rating scales. Marketing Education Review, 4: 31-58. Noe, R, Hollenbeck, J., Gerhart, B., & Wright, P. (2018). Human resource management (11th ed.). New York, NY: McGraw-Hill Education Southwest Airlines.. (n.d.). Where is your navigation leading you? Retrieved from https://careers.southwestair.com/D225

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Marla Duff-Week 4-Apply_ Summative Assessment_ Recruitment

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