Phoenix ORG 535 Signature Assignment: Strategies

Running head: A TALENT MANAGEMENT PLAN 2

A TALENT MANAGEMENT PLAN 2

A Talent Management Plan Proposal

Shawn Cyr

ORG 535

30 September 2020

Mr. Scholes

A Talent Management Plan Proposal

Recruitment Sources

One major recruitment source for recruiting pilots at Southwest Airlines is social media. Social media includes Twitter, Facebook, Google, and LinkedIn. Nowadays many job applicants are in almost all social media networks, making it a suitable place for Southwest to promote the job opening and get a huge number of applications from different candidates. There is also a higher possibility that social media such as LinkedIn will result in a high percentage of resumes resulting in accepted job offers. The time and cost of filing the job position will also considerable.

Another recruitment source is a career fair. Being present at career fairs will put Southwest in the center of a wide pool of potential applicants. Many universities and colleges usually hold job fairs for their learners (Hamel, n.d). These events will, thus, allow Southwest to hire individuals who are educated and skilled in aviation. This can also increase the number of applications and resumes the company will receive. Posting the job opening on social media will also save the company from spending a lot of money and time on filling the job position as they will be connected to a wider pool of candidates.

The other recruitment source is the company’s official website. There are a huge number of potential and skilled individuals out there who need a change from their current organizations. A company’s official website can be an opportunity to reach these individuals. Posting the job opening on the company’s website will enable Southwest to reach a huge audience. This will enable the company to receive more applications and resumes because millions of individuals will be able to view the job posting. The huge audience will also result in a higher possibility of filling up the job position sooner.

Methods for Selecting New Pilots

One method for selecting pilots at Southwest is situational judgement tests (SJT). SJT is a selection method that entails the process of presenting applicants with different scenarios that they will be likely to experience if they are selected for the job. The tests are usually designed to evaluate how well candidates follow instructions, prioritize, and handle different situations that will face them in the workplace. SJT are more reliable as they are much more predictive of culture fit and job performance. The tests are also valid for selection.

Another method for selecting pilots at the company is cognitive ability tests. Cognitive ability tests are a type of selection testing that evaluates the abilities and skills involved in thinking (for instance reasoning, problem-solving, perception, mathematical ability, verbal ability, and memory). A job of a pilot may involve different problems. So, conducting cognitive ability tests will allow the company to assess a candidate’s abilities to utilize mental processes to handle work-related issues or gain new knowledge and skills. Cognitive ability tests are very effective tests for forecasting job success. The tests are also highly reliable and precise. Research also indicates that cognitive ability tests have higher predictive validity than most selection tools (Arnold, n.d). Research even shows that cognitive ability tests have more and better utility than other tests and are legal to use.

The other method that the company can use to select the pilots is personality tests. Personality tests are procedures that assess the personality traits of candidates that relate to a specific job position and job performance and evaluate the possibility that a candidate will succeed in a position. Personality tests will be appropriate at Southwest Airlines because they are valid: They measure exactly what they indicate they will measure (Emre, 2018). The tests are also reliable: They generate consistent results. Personality tests also demonstrate their utility and are legal to use.

Training Methods

One major method for training pilots at Southwest is simulation. Simulation is a training method that entails the establishment of true-life learning atmosphere that reflects real-life scenarios and work (Srivastava, n.d). Simulation training is more effective and efficient as it considers the different learning styles ideal for different trainees. Simulation training can also generate greater learning outcome as it allows participants to practice different aspects and solve different issues and scenarios. Simulation training will also provide opportunities for evaluating how effective the new hires are putting their skills into practice in the most cost-effective way.

Another method of training is interactive methods. Some of the interactive methods are group discussions, role-playing, demonstrations, and quizzes. Interactive training will be very effective for training the new hires at Southwest Airlines as it limits the one-directional knowledge transfer. By empowering group interaction and conversation, the company will allow the participants to acquire knowledge from one another, hence, achieving great learning outcomes.

Another method of training that Southwest can use to train pilots is case studies. Case studies are training techniques that provide different situations and scenarios to participants which stimulate them to make different decisions. These scenarios can either be imagined or real and they must depict work-related situations. Case studies are more effective as they can allow the development of decision-making skills, allow for between interpersonal and communication skills, and enhance the analytical abilities of the pilots.

Performance Management

Southwest Airlines should use 360-degree feedback in performance management. This is an all-dimensional method that evaluates an individual using feedbacks from the people who work and operate around them such as the customers, peers, managers, etc. 360-degree feedback is powerful and reliable as it enables every worker to understand how their effectiveness and efficiency is viewed by different individuals around them. It also allows for the identification of strengths and weaknesses. Identification of strengths is vital for acknowledgement and self-awareness. Identification of weaknesses, on the other hand, is vital for personal development and improvement. The 360-degree method is also acceptable by most workers as they feel that it is more reflective of their specific performance (Heathfield, 2019). Individuals also think that 360-degree is more accurate and more validating.

Approach to Retain Pilots at Southwest

One approach to retain pilots at Southwest is providing opportunities for growth and development. New employees usually join a company looking for major opportunities to develop their skills and learn new ones (Brouwer, 2018). While a hiring manager at Southwest may decide to bring in an individual who already has the required experience, most successful and prosperous candidates will accept a job position that develops and stretches them. Southwest’s talent management should, therefore, be all about enablement, helping individuals to become lifetime learners, and supporting them in their development and growth. Once there is constant support from the management, pilots at Southwest will feel more content working with the company and will be less likely to search for a job elsewhere.

References

Arnold, W. D. (n.d). Cognitive Ability Testing. Retrieved from: https://home.ubalt.edu/tmitch/645/articles/Cognitive%20AbilityTesting%20EF%20wonderlic.pdf

Brouwer, G. (2018). 3 Effective Approaches to Employee Retention. BLR. Retrieved from: https://hrdailyadvisor.blr.com/2018/06/04/effective-approaches-to-employee-retention/

Emre, M. (2018). Five Myths about Personality Tests. The Washington Post. Retrieved from: https://www.washingtonpost.com/outlook/five-myths/five-myths-about-personality-tests/2018/09/20/3a57a8ee-b78a-11e8-a2c5-3187f427e253_story.html

Hamel, G. (n.d). How Does a Job Fair Benefit Companies? Chron. Retrieved from: https://smallbusiness.chron.com/job-fair-benefit-companies-37963.html

Heathfield, M. S. (2019). 360 Degree Feedback: See the Good, the Bad and the Ugly. The Balance Careers. Retrieved from: https://www.thebalancecareers.com/360-degree-feedback-information-1917537#:~:text=Responsibility%20for%20Career%20Development&text=Additionally%2C%20many%20employees%20feel%20360,both%20career%20and%20personal%20development.

Srivastava, A. (n.d). Simulation Training – Definition, Learning Benefits & Top Companies. Learning Light. Retrieved from: https://www.learninglight.com/simulation-based-training-providers/