Human Resources in the Aviation Industry

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Human Resources in the Aviation Industry

Submitted to:
Mrs. Jasmina Popov-Locke

Submitted by:
Maha A. Jammoul

CONTENTS

Introduction……………………………………………………3 Recruitment and Selection Process…………………….4-12 Effect of recruitment, selection, and interviewing processes on Southwest Airlines……………………...13-17 Conclusion…………………………………………………...18 Bibliography………………………………………………….19

INTRODUCTION

Human resources is a very important and essential element of any business. In the aviation industry, it plays a vital role due the contribution it makes to the over-all employee-firm relationship. Human resources concern the human side of managing enterprises and employees’ relations with their firms. It makes sure that the employees of the company are being used in such a manner that the employer obtains greatest possible benefit from the employees’ abilities and the employees, on the other hand, obtain optimum material and psychological rewards from their respective work. This assignment will be covering each stage of the recruitment and selection processes in general terms with applicable examples given from the aviation industry to support its description. An explanation of how the recruitment, selection, and interviewing processes can affect the operation of an organization within the aviation industry will be provided as well.

P2 – Describe the recruitment and selection process followed by aviation organizations in order to meet obligations.

HUMAN RESOURCE PLANNING

Human Resource Planning includes forecasting the number and kinds of employees that will be required in the future and to what extent the given demand is likely to be met. Basically, it wraps around the idea of number of workers, type of workers, skills needed, and cost-factor included in such process. The Human Resource Planning helps in the following areas when it comes to decision-making: 1. Recruitment

2. Avoidance of redundancies
3. Training – numbers and categories
4. Management development
5. Estimates of labour costs
6. Productivity bargaining
7. Accommodation requirements

Few important points :
● Human Resource Planning needs continuous readjustments due to instability of an organization goal and uncertainty of the environment of the business. ● HRP is complex because of many independent variables involved in it such as invention, population changes, consumer demand, etc. ● A feedback must be included in case the objectives are to be modified due to the plan’s inability to be fulfilled. RECRUITMENT

Recruitment is basically the first part in the process of filling a vacancy. It includes examining the vacancy, considering sources of suitable candidates, and contacting candidates and attracting applications from them. ● If the vacancy is additional to the present workforce:

1. A new employee is needed
2. A compiled job specification is needed

SOURCES:

● Headhunting
This process is also known as “executive search” where it is believed that the best candidates are those who are successful in their current jobs and are not thinking of moving elsewhere instead of those who are replying to advertisements and are looking for jobs in any other ways.

● Advertising
It is the most popular method o recruitment wherein the vacancy is advertised and candidates are invited to apply to the company.

Few pointers on Advertising:
● The advertisement should have a job specification and a personnel specification contained in it. ● The advertisement must appear in the appropriate publication. ● Experiments regarding response to different sizes, headings, wording, page position, etc should be done. ● Careful records about the advertisement should be kept.

● The response should be analyzed.
● Courteous letter must be sent to rejected candidates.

Processes involved in Recruitment:
● Application:
Candidates fill up application forms or submit their curriculum vitae. ● Initial Screening:
Screening out totally...
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