Recruitment Plan

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Recruitment Plan
Susan Martinez
Human Resource Management 565
H. Glyn Jordan
March 26, 2007

Executive Summary
HR personnel in the aerospace and defense industry are faced with a higher demand for aerospace and defense employees that can adequately be met with existing resources, which creates human capital issues related to the strategic goals of his or her organization. A sound recruitment and retention plan can mitigate the issues and challenges that might have negative implications to the organization. A division (sectors) of the aerospace and defense industry provides the HRM with insight to the number of who, what, and where human capital is required. According to the Aerospace and Defense Industry survey results for 2005, the industry believes that there is a 66% current labor shortage, 87.6% believe that the industry will suffer a labor shortage over the next five-years, and 93.7% of the industry perceive a labor shortage within ten-years. In addition, the aerospace and defense industry disciplines, which are perceived to be in the greatest shortage over the next five-years includes aero/mechanical engineers (29.9%), software engineers (28.8%), and skilled trades (21.4%). A sound recruitment and retention strategy will mitigate the HR issues and challenges faced by the aerospace and defense industry, as well as keep the company productive and profitable. Recruitment Plan

The aerospace and defense industry is expected to continue growing, thus a "successful recruitment program is increasingly vital and will require the tenacious preparation of two components: a strategic recruitment plan and an annual recruitment and retention plan" (Hart, 2006, Pp. 1). Major aerospace and defense companies maintains a recruitment plan, which forecasts a minimum of three to five years into the future, and provides copious amounts of facts and data to substantiate the projections. A recruitment and retention plan consists of current as well as future requirements, which is based on past and present issues, trends, and data. At Boeing, upper management, in conjunction with respective human resource personnel, take a proactive position to collect, assess, and report industry issues, trends, and challenges as each relates to current as well as future human resource needs. HR Challenges

As technology and globalization continue to infiltrate businesses at lightening speed, the aerospace and defense industry faces human resource challenges much like other industries. The importance of a proactive recruitment and retention strategy to attract highly skilled workers is essential to the continued successes in leading-edge technology and product development in the aerospace and defense industry. If HR personnel are to understand the current as well as future human resource requirements, there has to be a clear understanding of how the aerospace and defense industry is divided. Figure 1 shows a breakdown by industry sector, which is one tool HR uses to determine future human resource requirements. Figure 1: Organizations and A&D segments

Source: 2005 Aerospace & Defense Industry Survey
Other HR challenges companies in the aerospace and defense industry face is the ability to maintain a highly skilled workforce, while keeping current with the changing state demographics, which shows an increase in limited and non-English speaking population. In addition, the ability of the industry to transfer the knowledge from the experienced workers to the next generation of workers, in conjunction with the rapidly changing technology trends, creates challenges to both the industry and academic institutions. HR personnel can collaborate between the aerospace and defense industry and specific academic institutions to improve processes, commercialization, and research. HR could target lower grade levels by identifying specific career opportunities and promoting the...
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