Talent Management Plan

A recommendation of 3 recruitment sources that are best suited to recruit pilots. Consider 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.

Recruiters have a wide variety of sources they can use to seek pilots. One of these is referrals. Referrals tend to offer reliable recommendations for qualified individuals. In the case of Southwest Airlines, the family is an integral part of the work. Thus, it is easy to find brothers, sisters, and friends working for the airline. The HR department encourages employees to provide referrals to fill vacant positions. Such referrals are ideal as an individual can only recommend someone whose work ethic they know. The preferred candidates might likely share some of the values with the person who referred them. It eases the process of integration into the organization’s culture. Besides this advantage, Southwest Airlines can use this strategy to cut costs of recruitment that are consumed while advertising (Glodz). Most importantly, Southwest Airlines must invest in training to ensure that the referred candidates gain all the skills and knowledge if they emerge successfully.

Recruiting organizations offer an additional source of talent. Recruiters can access potential candidates as they collate data from varying individuals seeking jobs. They reduce costs and the time consumed while advertising for recruitment purposes. Data shows that recruiters contribute to at least 14.1 percent of successful hires (Glodz). Hiring staff use less time to peruse through resumes, and the lead time to hire is reduced significantly.

Finally, hiring managers are another reliable source of potential candidates that Southwest Airlines can utilize. Statistics show that at least 30 percent of candidates who applied for employment using hiring managers were employed in 2018 (Glodz). The translation of applications into successful hires when using hiring managers is higher than on other platforms, such as job boards. Thus, this observation provides a valid and grounded reason to use hiring managers for recruitment purposes.

An evaluation of common methods used to select a candidate

Organizations invest time, human, and financial resources in the selection methods to ensure they obtain the best candidates for the vacant positions. The selection process includes methods such as interviews, judgment tests, and exercises that reveal an individual’s cognitive abilities. Each method provides the recruiting team with information regarding an individual’s character traits that are critical to job performance.

Methods are determined by their reliability, validity, costs, legality, and validity. At Southwest Airlines, attitude is important. Thus, personality, integrity, and judgment tests in various situations are appropriate. The team can identify aspects of an individual not stated in the resume, confirming their validity (Dan & Xinde 234). Their reliability is realized in their ability to reveal an individual’s attitude. The methods are legal since they do not discriminate against certain candidates or violate their fundamental rights.

An evaluation of common methods used to train and develop employees

Training of employees is a critical aspect that enables the workforce to gain skills and knowledge that are critical for the performance of their duties. Organizations use multiple training methods to ensure that employees obtain maximum benefits from training. For pilots, one of the appropriate methods would be hands-on training. This style allows trainers to impart knowledge and skills that are required to fly a plane safely. The method continues even during employment as individuals learn constantly. Simulations also provide a chance for pilots to train in similar situations as in a plane. This method allows prompt problem identification and remediation. E-learning is an alternative training method that allows pilots to increase their knowledge. Its ease of implementation and access makes the training method popular among organizations (Dan & Xinde 235). Every organization has to consider the knowledge and skills gap, time, and available financial and human resources before settling for a training method.

An evaluation of common performance management systems

Using performance management systems, employers can evaluate their pilots’ performance. This informs the employer and employees whether expectations and goals are met while feedback is provided consistently. Feedback provision is one of the strategies that Southwest Airlines should adopt. This involves providing information regarding an individual’s work performance. It involves two parties. Due to the importance of attitude and family style of work, pilots can seek feedback in relaxed environments (Pulakos). Respect is critical in the provision of feedback, allowing individuals to incorporate the change.

An evaluation of common methods to minimize voluntary turnover

Voluntary turnover affects the recruitment process by increasing costs significantly (Krell). Productivity and performance are affected by high turnover negatively. To retain pilots, Southwest Airlines should identify the ideal motivation strategies that suit each individual. Offering these as rewards will motivate individuals as each has a different significance to the pilots. Other methods include financial rewards and recognition of employees. Most importantly, the airline should use recruitment by hiring the right candidates for vacant positions (SHRM). This stems from voluntary turnover enabling the company to include other strategies that couple up as motivational and retention. Once employees fit in culturally, it is possible to use other retention strategies successfully.

Works Cited

Dan, Yang and Chen Xinde. “Innovation Research of Enterprise Human Resource Selection—-The Selection of Southwest Airlines.” International Journal of Business and Social Science 5.7 (2014): 234-241.

Glodz, Matt. The Best Ways to Get a Job Offer [Research-Based]. December 2019. 2020. <https://www.cvpilots.co.uk/blogs/career-advice/best-ways-to-get-job-offer>.

Krell, Eric. 5 Ways to Manage High Turnover. 2012. <https://www.shrm.org/hr-today/news/hr-magazine/pages/0412krell.aspx>.

Pulakos, Elaine D. Performance Management. Alexandria: SHRM Foundation., 2004.

SHRM. Managing for Employee Retention. 2020. November 2020. <https://www.shrm.org/resourcesandtools/tools-and-samples/toolkits/pages/managingforemployeeretention.aspx>.

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Talent Management Plan For Pilots At Southwest Airlines

Develop a 3- to 4-page proposal that includes the following:

Talent Management Plan

1. A recommendation of 3 recruitment sources that are best suited to recruit pilots. Consider 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.
2. An evaluation of common methods used to select a candidate
   1. Recommend 3 methods for selecting new pilots.In your evaluation, consider reliability, validity, utility, and legality.
3. An evaluation of common methods used to train and develop employees
   1. Recommend 3 methods for training pilots at Southwest Airlines. Consider learning and development outcomes, cost of training and development, effectiveness of training and development, and risks.
4. An evaluation of common performance management systems
   1. Recommend 1 method for performance management of pilots at Southwest Airlines. Consider strategic congruence, validity,reliability, acceptability, and specificity.
5. An evaluation of common methods to minimize voluntary turnover
   1. Recommend 1 approach to retain pilots at Southwest Airlines. Consider methods for retaining employees, meeting pilot needs, and cost.