Personnel Management International Flight Operations

Question: Describe about the Personnel Management for International Flight Operations. Answer: Introduction The organization here, envisioned for the study of various areas of the Personnel management is the Singapore Airlines. This organization is a huge brand in Singapore with international and national flight operations in different Airports. Singapore airlines are headquartered in Singapore. This airline has achieved high significance and awards from the tourism departments and has provided efficient services to the customers (Anyim et al, 2012). The company developed strategies for low cost flight carriers and efficiently attracted the customers. Since 2011, the company faced some losses and initiated a turnourd plan to recover from these losses in 2013. Job Analysis, job description and job specification The job analysis for Singapore airlines includes the various jobs and designations incorporated in the company. Being an airlines company, the organization hires for multiple roles and positions. The jobs and positions for which the company hires are the cabin crew, the pilots, the ground staff, the airline managers, marketing managers etc (Katou Budhwar, 2006). As a HR manager, the duties would include the identification of the positions which requires new candidates, the number of vacancies, the selection of right candidate for the correct position, creating an effective and quick recruitment process, training and development of the candidates, the wages and documentation of the employees etc. The most common designations for which the airlines companies hire employees and the detailed description of the role are as follows (Izueke, 2009). Role: Cabin Crew The cabin crew is generally the flight stewards and stewardesses, the airhostesses, the lead hostess, pilot etc. The cabin crew manages the complete process of customer care during the flight (Istvn, 2010). The cabin crew is responsible to take care of the customers and travelers by presenting the services like meals, guidance regarding the travel, assistance etc. The management of the flight is the overall responsibility of the cabin crew. From the welcome of the guests to the entire process of serving them, everything is handled by the cabin crew. The role and responsibilities of a cabin crew includes serving the customers with the best services. The cabin crew checks the tickets and the boarding passes, gets the luggage settled, guides the passengers regarding the sitting arrangement, provides meals and beverages to the passengers, guides regarding the usage of the tools and equipments in the flight and after the departure of the passengers, settles the and manages flight. These a re the duties and roles of the cabin crew. The designation of the HR Manager is filled with huge responsibilities and tasks. It is very important to identify the correct employees for the vacancies in the company. It is the role of the HR manager to prepare a list of roles and responsibilities for a specific designation and to assign the duties (Gamage, 2014). This includes the smooth functioning of the company in terms of employees. It is very important to identify the need of the job. For example, the designation of a cabin crew would require a lot of attention and thus the duties and role of the HR manager in recruiting the cabin crew is quite significant. The HR manager needs to develop a complete recruitment process for hiring effective and reliable cabin crew. The HR manager can plan different assessment programs for hiring the cabin crew in various regions identifying the requirement of staff in various flights (Fagbamiye Durosaro, 2009). Job Design The job design is a very important aspect which must be considered in the organization for enriching and satisfying the needs of a job. An employee must be provided the scope and proper resources to fulfill the job requirements easily (Fidelity Bank Plc, 2013). The job design includes the planning of the roles and responsibilities and the resources used for the job. There are various factors which are included in the job design which are as follows: Work Design: The work design includes the duties and the responsibilities of the employees. The work design is the structure of the job role which has to be considered by the employee. The employee must have all the skills needed for the job role and must be proficient with all the skills and duties (Ezeali Esiagu, 2010). Effective cabin crew can be obtained by a successful and sequential planning and layout of recruitment. For example, if Singapore airlines require cabin crew for the flights from Singapore to London, then the HR manager must develop a job profile where the candidates are familiar with English language and can help the customers not local to Singapore. According to the flights and operations, if the job profile and criteria is given, than the recruitment would lead into a successful recruitment process and the desired candidates can be obtained. HR Planning: Every role or job needs a planning through which, the need of the designation is fulfilled. The HR planning includes the skills and requirement of the job, the roles and responsibility regarding discussions, the goal setting, the duration and pay for the designation, the benefits and incentives the employee can be offered etc needs a detailed planning (Boxall Purcell, 2008). For a cabin cres recruitment the hr team needs to plan the criteria for hiring such as the location for which the company needs cabin crew, the areas where the interview would be conducted etc. Selection: The candidate selection is the most crucial part of the entire process. The selection of right employees for the designation would lead to better outcomes and results. The selection process must be divided into certain levels and phases which must be cleared by the employees (Armstrong, 2006). For example, the selection process of cabin crew includes the qualification, the criteria and education for the designation, etc. Training: After selection the next phase is training. Training the employee would provide knowledge and skills needed to perfectly play the role offered to the employees. The employees can get aware to the system and the methodology of the organization followed by the company, through training. Training is a very important aspect of the cabin crew selection as the entire performance of the cabin crew is based on how effectively the training has been provided and how the trainee has learnt it (Boxall Purcell, 2008). Performance management: Performance management is the identification and analysis of the performance of each employee. This can be done by constantly monitoring and assessing the performance of the employees and would help in enriching their performance. Assessment can be undertaken for the cabin crew post the training sessions to identify how effectively the trainees are performing. (DeVaro, 2008). Carrier development: This includes promotion, extra training sessions, and courses for the further education or carrier development. It is very important to make such efforts for better and enhanced performance of the employees. Along with this, motivating the cabin crew employees through benefits, free vacations and leaves, appreciation, incentives, recognition can also affect their performance and could generate better results for the company (Bacon Hoque, 2005). Recruitment strategies and its implementation Recruitment strategies are very closely monitored by the company as it is the basic function of the company that helps to ensure the authorized and the legal practices taken by the company (Boxall Purcell, 2008). The company seems to assure that there is a critical need in the business for human resources that can be appointed as per their knowledge, skills and ability. The business need shows the applications that are conducted by the company to the general public or it may be advertised. Implementation and evaluation With the implementation of the recruitment strategies, the basic elements that are considered by the Airlines are an important aspect that needs to be evaluated as per the business interval (Armstrong, 2006). There are some models that can be approached by the HR manager in the personnel department and a balanced combination of these models may help to maintain the cost effectiveness and the efficiency of the business while hiring the applicants for cabin crew. The training and development need is assessed by the company once the recruitment strategy is being decided by the company. The worker benefits and other needs are taken into account in the personnel department for te cabin crew, while these are already discussed in the hiring process. The hiring process has certain steps that can be followed by the company, while the evaluation of the applicants is a basic requirement when there is a need of worker inventory (Bacon Hoque, 2005). Three Aspects of personnel recruiting There are as such three aspects of the personnel recruitment that the Singapore airlines have decided, since then there are some personnel policies, behavior of the recruiter and the recruitment sources that are being decided by the Human Resource Department (DeVaro, 2008). -Personnel policies Personnel policies of the company include the right to a job and the legal issues that comprise of the job duties and responsibility of an employee. As far as these are standard set of rules and regulations for the cabin crew in the company (Armstrong, 2006). -Recruiter traits and behavior For the recruitment of cabin crew, the recruiter behavior while analyzing the aspect of the knowledge, skills and experience matter a lot. Whereas, there are stress interviews and situational interviews when the recruiter needs to decide about the engagement of the work and its responsibilities (DeVaro, 2008). -Recruitment sources There are two types of recruitment, internal and external recruitment that can be categorized. As such the company has the combination of both which is a profitable (Armstrong, 2006). The cabin crew can be recruited by conducting an interview and assessment session where the cabin crew are interviewed and evaluated within few sessions. Also internal references can work as internal sources of recruitment. Internal versus external recruitment The internal recruitment is a type of reference or the advertisement that is given to the staff while communicating and promoting them to the next level if the employee is applicable for the job application. For cabin crew generally this kind of recruitment is not applicable as the airlines recruit the cabin crew from various external sources after providing effective training. Whereas, the external recruitment is a fresh blood, and is from the basis of advertisements that are given by the company in general while mentioning certain criteria (Bacon Hoque, 2005). Characteristics, behavior and approached for enhancement of the recruiter A recruiter in the airline industry has a designation because of the job responsibilities and the duties that are possessed by him (DeVaro, 2008). For recruiting a desirable candidate for cabin crew, he should have authority on selecting the best among the given candidates. Recruiters behavior includes the understanding and analysis of the given situation and select a candidate for further process. To enhance the impact of recruiter, it is necessary to evaluate the need of the HR and he should have a capability of decision making. Selection strategies and its implementation Personnel selection Selection criteria tools and methods The selection criteria for the position of Junior HR should have a particular method that can be implemented, whereas the information of the candidate should be perfect and it should be verified when it comes to a reliable candidate who can work with the job duties and responsibility, the information and the documents with the selection criteria must be valid (Armstrong, 2006). The method to select a cabin crew candidate much be generalized and should be valid with practical value. There is a high utility when it comes to the legal issues and the set of standards that are adopted by the company for a particular position and especially for cabin crew. Steps in the selection process for cabin crew With the job design and the job analysis, there is a selection process that states that stages and the step when a candidate for cain crew is selected. As such the Airline industry, the profile includes with the knowledge and skills regarding the airlines and their basic knowledge (Bacon Hoque, 2005). With this there are many applications, the best is selected out of the alternatives and all the applicants who are interested need to pass through a particular selection process that is already planned by the company in the HR department (DeVaro, 2008). Step 1- Screening application While the job applications are received with plenty of applicants who have filled the form by reviewing the advertisement, it is necessary to screen the applications that are matching with the job design that has been given by the company. The screening process is the most time consuming process that matches the applicants skills, knowledge and experience as per the job design (Catano et al, 2010). The cabin crew is a critical designation which requires a high attention and requirement criteria. Step 2- Testing Testing the samples or the written test is the first step when the selected and the screened applicants are finally called up for the written exam or an online exam (Chartered Institute of Personnel and Development, 2011). This is the basis of the next level, if passed there is a closed ended interview on the next stage. The cabin crew selection is done in many phases. First phase is the assessment phase where the candidates are screened for the first time. The second phase is the interviews where the selected candidates can attend the interview. Step 3- Interviewing There are types of interviews that are conducted by the company, it includes the stress interview, panel interview, situational interview and conditional interviews. The main process of the selection is interview, which can be face to face or a video call before a final interview (DeVaro, 2008). The team of experienced cabin crew and lead cabin crews and HR managers conduct the interview for cabin crew designation. Step 4- Checking References References and background of the selected applicants fro the designation of cabin crew are checked and the most capable applicant is selected with the job responsibilities and duties as an HR (Djabatey, 2012). Step 5- Final selection Final selection is selecting the best candidate, who is capable of the job title in the Singapore Airline, whereas the job position that was analyzed was Junior HR. Conclusion By understanding the various aspects and factors of personnel management, it can be concluded that any job or designation, requires a high attention for better outcomes. The performance of each individual employee affects and benefits the organization and thus, must be taken seriously (Ezeh, 2012). 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