Competency 2 Assessment Jenifer Kephart ORGCB535 June 17 - Copy - Copy

docx

School

University of Phoenix *

*We aren’t endorsed by this school

Course

535

Subject

Management

Date

Jan 9, 2024

Type

docx

Pages

Uploaded by DukeArtSpider34

Competency 2 Assessment Jenifer Kephart ORGCB/535 June 17, 2023

Jenifer Kephart Intern June 17, 2023 Director of HR Southwest Airlines Subject: Talent Management Plan for Pilots at Southwest Airlines Dear Director of HR, I am writing to propose a comprehensive talent management plan for pilots at Southwest Airlines. This plan aims to optimize the recruitment, selection, training and development, performance management, and retention processes for pilots, ensuring a highly skilled and engaged workforce. The following sections provide recommendations based on research and best practices in the aviation industry. I. Recruitment Sources Effective recruitment sources are crucial for attracting a pool of qualified pilots. Considering 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, I recommend the following recruitment sources:

1. Aviation Job Boards: Platforms such as Bizjetjobs.com, PilotCareerCenter.com and indeed.com are popular in the aviation industry. These job boards provide targeted exposure to aviation professionals, resulting in a high volume of resumes. They also allow Southwest Airlines to reach passive candidates who are not actively seeking employment, expanding the talent pool. Moreover, these job boards have efficient applicant tracking systems that streamline the recruitment process and reduce time to fill a position. Aviation job sites offer several advantages for pilot recruitment in the aviation industry. These platforms are tailored specifically to aviation professionals and job seekers, making them effective tools for connecting airlines with potential pilot candidates. Some pros of using aviation job sites for pilot recruitment are: Targeted Audience: Aviation job sites attract a highly targeted audience of aviation professionals, including pilots seeking new opportunities. This means that the candidates you reach on these platforms are more likely to possess the skills and qualifications needed for the position. Wider Reach: Job sites allow airlines to reach a broader pool of candidates, potentially expanding their search beyond local or regional networks. This is especially valuable for airlines with diverse recruitment needs. Dedicated Aviation Community: Aviation job sites create a community of aviation professionals, allowing pilots to explore various job openings and stay informed about industry trends and news. Efficient Job Matching: Job sites often employ advanced search and matching algorithms. This enables pilots to find positions that closely align with their experience, skills, and preferences, resulting in more relevant applications.

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

2. Industry Referrals: Encouraging current pilots and employees to refer qualified candidates can be highly effective. Referrals often result in higher acceptance rates, as candidates referred by current employees tend to possess a better cultural fit and understanding of the organization. Implementing a structured referral program with incentives will further motivate employees to refer potential pilots. According to Zippia.com, “ 45% of referral hires stay longer than 4 years,” and “ 88% of employers rate employee referral programs as the best source of applicants.” (Flynn. 2/2023) 3. Pilot Career Fairs: Attending pilot career fairs allows Southwest Airlines to interact directly with aspiring and experienced pilots. These events provide an opportunity to showcase the organization's culture, values, and career opportunities. Participating in career fairs builds brand awareness and fosters personal connections, increasing the likelihood of attracting highquality candidates. Additionally, career fairs offer the advantage of reaching candidates who may not actively search for opportunities online. 4.Networking Events: Attending industry-related conferences, seminars, and networking events can help Southwest Airlines connect with potential candidates who have relevant skills and experience. Networking events in the aviation industry attract professionals and enthusiasts who have a strong interest in aviation. This focused audience is more likely to include individuals with the relevant skills, qualifications, and passion for piloting. Airlines can use networking events to showcase their company culture, values, and the benefits of working for their organization. This can help potential candidates understand the environment they would be entering and assess if it aligns with their career goals. Even if candidates aren't immediately suitable for current openings, networking events allow airlines to build a talent pipeline for future recruitment needs. This can be especially valuable in addressing pilot shortages or expansion plans. Networking events often include seminars, workshops, and presentations

that offer valuable insights into industry trends and advancements. Attending such events can help candidates stay informed and showcase their commitment to professional development. 5. Partnerships with Aviation and Training Institutes: Given the nature of the airline industry, Southwest Airlines might establish partnerships with aviation institutes, training centers, and flight schools to recruit pilots, cabin crew, and other specialized roles. II. Selection Methods Selecting the most suitable candidates is vital to ensure the competence and safety of Southwest Airlines' pilots. When evaluating selection methods, factors such as reliability, validity, utility, and legality should be considered. Based on these criteria, I recommend the following methods for selecting new pilots: 1. Interviewing: Conducting pilot interviews is a critical step in the talent management process, as it allows you to assess candidates' suitability for the role based on both technical skills and non- technical competencies. There are a couple types of interviews that could be beneficial: Structured Interviews: Design a structured interview process that is consistent for all candidates. This ensures fairness and enables effective comparison between candidates. Panel Interviews: Consider having a panel of interviewers, including experienced pilots, flight instructors, and HR professionals. This multidisciplinary approach ensures a comprehensive evaluation from various perspectives. Remember that the interview process is not only about assessing candidates but also about showcasing Southwest Airlines as an employer of choice. Make sure candidates have a positive experience and a clear understanding of the organization's values, culture, and commitment to safety.

2. Cognitive Ability Tests: Administering cognitive ability tests, such as the Multi-Crew Pilot License (MPL) Cognitive Assessment or the Pilot Aptitude Test, enables Southwest Airlines to assess a candidate's mental capabilities. These tests have been found to be reliable, valid, and predictive of pilot performance. Cognitive ability tests measure essential skills like problemsolving, decision-making, and situational awareness, which are critical for pilots' success. 3. Simulator Assessments: Utilizing flight simulators for pilot assessments provides a realistic and controlled environment to evaluate candidates' technical flying skills, decision-making abilities, and reactions under simulated emergency situations. Simulator assessments offer high reliability and validity, closely mirroring real-world flight scenarios. Southwest Airlines can partner with flight training organizations or develop in-house simulator assessments tailored to its specific requirements. 4. Behavioral Interviews: Conducting structured behavioral interviews allows Southwest Airlines to assess candidates' non-technical competencies, such as communication skills, teamwork, adaptability, and leadership potential. Behavioral interviews use situational and behavioral questions to gauge past experiences and future behavior. By aligning interview questions with the organization's core values and desired competencies, Southwest Airlines can ensure a reliable and legally defensible selection process. 5.Background Checks, and License verification: Conducting thorough background checks and license verification is a crucial step in the hiring process for pilots. Ensuring the validity of a candidate's qualifications and assessing their background helps maintain safety standards and protect the reputation of your organization. Maintain accurate records of the verification process, including communication with regulatory agencies, educational institutions, employers, and references. This documentation can be important for compliance and future reference.

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

By diligently conducting background checks and license verification, you can ensure that the pilots you hire are qualified, trustworthy, and capable of upholding the high standards of safety and professionalism required in aviation. III. Training and Development Methods To enhance the skills and knowledge of pilots, Southwest Airlines should employ effective training and development methods. The recommendations below take into account learning and development outcomes, cost, effectiveness, and associated risks: 1. Flight Simulator Training: Flight simulator training is a crucial component of pilot development. It allows pilots to practice a wide range of scenarios, including normal and emergency procedures, in a safe and controlled environment. Simulator training provides realistic experiences, allowing pilots to refine their skills, decision-making abilities, and teamwork. Investing in state-of-the-art simulators and employing highly skilled instructors ensures effective training outcomes. 2. Continuing Education Programs: Implementing a comprehensive continuing education program helps pilots stay up-to-date with the latest industry advancements, regulatory changes, and best practices. Southwest Airlines can provide online courses, workshops, and seminars conducted by subject matter experts. This approach ensures ongoing professional development, enhances pilots' knowledge base, and keeps them engaged and motivated. 3. Mentoring and Coaching: Establishing a mentoring and coaching program pairs experienced pilots with newly hired or less experienced pilots. Mentoring relationships provide guidance, support, and knowledge transfer, promoting skill development and career progression. Coaching sessions focus on individual performance improvement, addressing specific developmental needs. Mentoring and coaching programs foster a culture of learning and collaboration within Southwest Airlines. IV. Performance Management System A robust performance management system is essential to align pilot performance with organizational objectives and ensure continuous improvement. Considering

strategic congruence, validity, reliability, acceptability, and specificity, I recommend the following method for performance management of pilots at Southwest Airlines: 1. Balanced Scorecard Approach: Implementing a balanced scorecard approach enables Southwest Airlines to evaluate pilot performance across multiple dimensions. This approach includes objective metrics, such as flight safety records, adherence to operational procedures, customer satisfaction ratings, and teamwork assessments. Subjective evaluations, such as peer reviews and feedback from passengers, can also be incorporated. The balanced scorecard approach provides a comprehensive and holistic assessment of pilot performance, encouraging continuous improvement. Internal Processes Perspective: This perspective looks at the efficiency and effectiveness of internal processes. For Southwest Airlines, this might involve metrics related to operational efficiency, aircraft turnaround time, baggage handling efficiency, and the utilization of assets like planes and staff. Learning & Growth Perspective: This perspective emphasizes the organization's ability to innovate, learn, and develop its people. Southwest Airlines could focus on metrics like employee training hours, employee satisfaction, and the ability to adapt to changing industry trends and technological advancements. By using the Balanced Scorecard approach, Southwest Airlines would create a more holistic view of its performance that considers not only financial outcomes but also the drivers of those outcomes. This approach encourages a balance between short-term financial goals and long-term strategic objectives, promoting a well-rounded approach to managing performance. a. Objectives and Metrics: Develop a set of balanced objectives and key performance indicators (KPIs) that cover different aspects of pilot performance, including flight safety, operational efficiency, customer service, and professional development. These objectives should be aligned with Southwest Airlines' mission, vision, and core values.

b. Flight Safety Records: Track and analyze flight safety records, incidents, and near-misses to ensure pilots adhere to safety protocols and guidelines. This metric directly aligns with Southwest Airlines' commitment to safety and can be a fundamental component of performance evaluation. c. Operational Procedures Adherence: Monitor pilots' adherence to standard operational procedures and protocols. This ensures consistency, compliance with regulations, and efficient flight operations. d. Customer Satisfaction Ratings: Gather feedback from passengers and analyze customer satisfaction ratings related to pilot interactions and overall flight experience. This metric reflects the pilots' ability to create a positive customer-centric environment. e. Teamwork and Collaboration: Evaluate pilots' collaboration skills and teamwork within the cockpit crew and with ground staff. This is essential for maintaining a harmonious and effective operational environment. f. Training and Professional Development: Measure pilots' engagement in ongoing training, certifications, and professional development activities. This indicates their commitment to enhancing their skills and staying updated with industry advancements. 2. Performance Review Process: a. Regular Check-ins: Conduct regular performance check-ins between pilots and their immediate supervisors. These check-ins can focus on progress toward objectives, feedback, and development needs. b. Quarterly Reviews: Implement quarterly performance reviews to discuss pilots' progress, accomplishments, challenges, and alignment with established objectives. This provides a structured platform for performance discussions.

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

c. Development Plans: Collaboratively create development plans based on pilots' performance reviews. These plans can outline areas for improvement, training opportunities, and steps to achieve career goals. V. Retention Methods To minimize voluntary turnover among pilots, Southwest Airlines should adopt effective retention methods that address their needs and concerns. Considering methods for retaining employees, meeting pilot needs, and costs, I recommend the following approach: Retaining pilots is a significant challenge in the aviation industry, and it requires a strategic and multifaceted approach to create an environment where pilots feel valued, engaged, and motivated to stay with the organization. Here are several strategies Southwest Airlines could consider to help retain its pilots: Competitive Compensation and Benefits: Offer competitive salary packages and benefits to ensure that pilots are compensated fairly for their skills, responsibilities, and the demands of their profession. This includes not only base pay but also bonuses, retirement plans, healthcare benefits, and other perks. Professional Development and Advancement Opportunities: Create clear career paths for pilots that include opportunities for advancement, such as becoming senior captains, trainers, or mentors for new pilots. Invest in ongoing training and skill development to help pilots grow within the organization. Work-Life Balance: Promote work-life balance by ensuring reasonable duty schedules, minimizing unexpected changes in schedules, and allowing for sufficient rest between flights. Balancing the demands of the job with personal time is crucial for pilot well-being. Safety Culture and Resources:

Emphasize a strong safety culture and provide pilots with the necessary resources, technology, and training to perform their jobs safely. Demonstrating a commitment to safety can enhance job satisfaction and reduce stress. Employee Engagement Initiatives: Engage pilots in decision-making processes by seeking their input on matters that affect their work. Involve them in committees or focus groups to address issues and implement improvements collaboratively. Health and Wellness Programs: Offer health and wellness programs that promote physical and mental well-being. This can include access to fitness facilities, stress management resources, and mental health support. Remember, retaining pilots requires a concerted effort across all levels of the organization. Regularly gather feedback from pilots, monitor retention rates, and be prepared to make adjustments to your retention strategies based on evolving needs and circumstances. In conclusion, implementing the recommendations outlined above will enhance the talent management process for pilots at Southwest Airlines. By utilizing effective recruitment sources, reliable selection methods, comprehensive training and development programs, a robust performance management system, and retention strategies, Southwest Airlines can ensure a highly skilled and engaged pilot workforce. Thank you for considering this proposal. I am confident that these recommendations will contribute to the success and growth of Southwest Airlines.

Sincerely, Jenifer Kephart 661-974-6998 Jeniferann4@yahoo.com References: Jack Flynn (Feb. 2023) 25 Incredible Employee Referral Statistics (2023) https://www.zippia.com/advice/employee-referral-statistics/#:~:text=In%20The%20U-,.,-S. %22%20Zippia.com

Your preview ends here

Eager to read complete document? Join bartleby learn and gain access to the full version

Access to all documents
Unlimited textbook solutions
24/7 expert homework help

Competency 2 Assessment Jenifer Kephart ORGCB535 June 17 - Copy - Copy

Related Documents