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You have been told the HR Director is pleased with the work you have completed for the organization and would like to take your contribution to the next level. She would like you to review several strategic reports on the organization and provide feedback on how you think Southwest HR should move forward.

Review the recommended sources in addition to your own research.

Compile a strategy recommendation to the HR Director to be used for company-wide decisions. Include the following information in your report:

An executive summary of the HR strategy project

An analysis of current strategies and issues

Identify the type of strategy Southwest Airlines is following.

Identify 3 HRM implications for Southwest Airlines.

Develop and justify business strategies for each of the 3 HRM implications.

Determine an HR strategy.

Review the Southwest Airlines Co. SWOT Analysis via the “Business Source Complete: SWOT Analyses”

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Strategies for Recruiting, Selecting, Training, and Retaining Pilots
Ivonne Fornells
ORG 535
University of Phoenix
Dr. Bill Dial
6/10/2024
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Strategies for Recruiting, Selecting, Training, and Retaining Pilots
A Recommendation of Three Recruitment Sources Best Suited to Recruit Pilots
Recruiting organizations together with industry-specific job boards and LinkedIn are
the three main places to recruit pilots. LinkedIn is a great tool because of its enormous
professional network, which provides access to a large pool of prospects. LinkedIn generates
a large number of resumes, with a considerable percentage of them leading to accepted offers,
lowering the time and cost of filling vacancies. Industry-specific job boards, such as Aviation
Job Search and Pilot Career Centre, target those who are actively looking for aviation jobs,
boosting the probability of finding competent applicants (Shanker,2019). These platforms are
considered to be both inexpensive and also efficient since they cater to a certain field.
Aviation recruitment agencies may help speed up the hiring process by using their contacts
and expertise to find qualified applicants faster. This makes hiring better and usually cuts
down on the time it takes to fill open jobs.
An Evaluation of Common Methods Used to Select a Candidate
Assessment centers, psychometric testing, and interviews are often used techniques
for applicant selection. The dependability and validity of interviews especially organized
ones tend to make them a popular tool for determining a candidate’s suitability for a position.
Consistent assessment standards made possible by structured interviews improve both
comparability and also fairness between candidates. Measures of cognitive function and
personality qualities (for example psychometric testing) tend to lead to objective information
that may be used to forecast work performance and cultural fit (Simsek et al.,2022). These
tests are respected for their validity and reliability, but in order to comply with the law, they
must be administered properly. Assessment centers are known to combine a range of
assessment techniques as it is the case of group projects and workplace simulations in order
to provide to provide an overview of applicants’ skills and actions under circumstances
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pertinent to the position. Assessment centers are more resource-intensive, but because of their
multi-method approach, they are legally acceptable and successful in forecasting future work
performance.
Recommend Three Methods for Selecting New Pilots
It has been suggested that a mix of cognitive ability testing, simulator evaluations, and
organized interviews be used for the selection of new pilots. By using standardized questions
and scoring methods, structured interviews provide high credibility and soundness and ensure
uniform and equitable assessments of all candidates. They allow for the proper assessment of
a candidates technical flying skills in addition to their presence of the behavioral attributes
that for pilots to carry out their tasks in a both safe and also efficient manner. Simulator tests
accurately gauge the skills necessary to succeed in the role by providing hands on evaluations
of a candidate’s flying ability and decision making skills in real world settings. When
information is gathered and evaluated appropriately, these assessments have shown to be very
reliable predictors of an applicant’s future success on the job. Cognitive aptitude assessments
evaluate a pilot’s capacity for critical and logical thought, for solving problems, and for
spatial awareness. All of these are essential for assuming aviation related duties and
responsibilities. It has been discovered that scores on these exams accurately and correctly
predict job performance, providing objective information to support thoughtful recruiting
choices.
An Evaluation of Common Methods Used to Train and Develop Employees
Employees are frequently trained through on the job training or e-learning together
with mentorship programs. On the job training improves skill retention and applicability.
This can indeed be cost effective but can be unstructured and can have uneven training
experiences. E-learning through online platforms offers both flexibility and also scalability so
employees can learn at their own pace (Kostanjsek & Jagodic,2020). It is also worth noting
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the fact that mentorship programs tend to pair less experienced employees with more
experienced ones to transfer knowledge and professional growth.
Recommend Three Methods for Training Pilots at Southwest Airlines
When it comes to training pilots at Southwest Airlines, a combination of simulator
training along with classroom instruction and continuous professional development programs
are required. Simulator training are known to offer pilots realistic flight scenarios to practice
and improve their skills in a controlled environment. Classroom instruction covers theoretical
knowledge like aviation regulations and safety procedures so pilots have a solid foundation of
the basics. This is structured and cost effective but lacks the practical application (Knez et
al.,2020). Pilots are kept abreast of the latest standards and practices in the industry through
continuous professional development programs that include recurrent training and seminars.
An Evaluation of Common Performance Management Systems
Performance management systems that are frequently used include annual
performance reviews, 360-degree feedback and Management by Objectives. Annual
performance reviews involve evaluating employees against set goals and giving feedback.
This is structured and provides clear documentation but can be infrequent and may not reflect
ongoing performance. 360-degree feedback gets input from multiple sources including peers,
subordinates and supervisors to give a detailed view of an employee’s performance (Dalvi et
al.,2023). MBO on the other hand enhances strategic alignment and motivation but requires
careful goal setting and regular follow up to be effective.
Recommend One Method for Performance Management of Pilots at Southwest Airlines
For performance management of pilots at Southwest Airlines, MBO is recommended.
MBO aligns individual pilot performance with the airline’s strategic goals so that pilots’
efforts contribute directly to organisational success (Shi,2024). This is valid and reliable as it
involves setting clear measurable objectives and reviewing progress regularly. MBO is also
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specific giving precise performance criteria and actionable feedback so pilots are focused and
motivated.
An Evaluation of Common Methods to Minimize Voluntary Turnover
The ways to reduce voluntary turnover include offering competitive compensation
packages, creating a positive work environment and providing career development
opportunities. Competitive compensation packages including salaries, benefits and bonuses
attract and retain employees by meeting their financial needs and recognizing their
contributions (Fitri,2024). Creating a positive work environment by fostering a supportive
culture and work life balance will increase job satisfaction and loyalty. Although effective it
requires continuous effort and management commitment. Providing career development
opportunities such as training and career path will encourage employees to grow within the
company and reduce the desire to look elsewhere.
Recommend Approach to Retain Pilots at Southwest Airlines
To retain pilots at Southwest Airlines, provide robust career development
opportunities. This means offering clear career paths, regular training programs and
leadership development initiatives that meet pilots’ needs for professional growth and career
progression (Jeswal & Chaturvedi,2022). It increases job satisfaction and loyalty by showing
the airline’s commitment to pilots long term success. This is cost effective compared to
constantly recruiting and training new pilots and keep a skilled and experienced workforce.
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References
Dalvi, O., Sawant, S., Mohite, R., Shital, S., Sawant, S., & Bajaj, K. K. (2023). 360-Degree
Feedback as a Tool for Improving Employee Performance. Tuijin Jishu/Journal of
Propulsion Technology, 44, 1938–1945.
Fitri, S. (2024). Evaluation of Compensation Policies and Their Impact on Employee Retention
in the Food Industry. Involvement International Journal of Business, 1, 42–59.
https://doi.org/10.62569/iijb.v1i1.6
Jeswal, R., & Chaturvedi, N. (2022, November 21). Talent Management: A Strategic Priority
and Source of Competitive Advantage in the Aviation Industry.
Knez, S., Podbregar, I., & Graham, N. (2022, March 25). Challenges and Development of
Training in the Aviation Industry. https://doi.org/10.18690/um.fov.3.2022.30
Kostanjšek, K., & Jagodič, G. (2020). Employee Training and Education. Management, 15, 43–
56. https://doi.org/10.26493/1854-4231.15.43-56
Shanker, M. (2019). Recruitment process and its impact on retention of commercial pilots in
Indian aviation industry. Business Process Management Journal, ahead-of-print.
https://doi.org/10.1108/BPMJ-12-2018-0376
Shi, J. (2024). Management by Objectives Theory—Still Effective for Current Business
Management? Advances in Economics, Management and Political Sciences, 69, 207–212.
https://doi.org/10.54254/2754-1169/69/20231413
Simsek, H., Ozaslan, İ., & Eryilmaz, İ. (2022). Pilot Selection in Airline Organizations with the
Analytical Hierarchy Process. Journal of Aviation, 6. https://doi.org/10.30518/jav.1111580
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Southwest Airlines Expansion: Analyzing Canada for
Human Resource Management Principles
June 3, 2024
ORG 535
Dr. Bill Dial
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Why Canada?
❖ Stable and prosperous economy
❖ Favorable business environment
❖ Skilled and diverse workforce
❖ Robust legal framework (Vadlamani et al., 2022)
❖ Strong labor rights
❖ Potential for market growth
(Vadlamani et al., 2022)
Recruitment Practices
❖ Canada’s Recruitment Strategies
❖ Focus on diversity and inclusion
❖ Comprehensive job advertising
❖ Use of professional networking sites (LinkedIn)
❖ Emphasis on qualifications and experience
❖ Employment equity policies
❖ Use of recruitment agencies
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Payment Systems
❖ Compensation Structures
❖ Competitive salaries and benefits
❖ Performance-based incentives
❖ Comprehensive healthcare packages
❖ Retirement savings plans (RRSP)
❖ Paid leave policies (vacation, sick leave)
❖ Compliance with minimum wage laws
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Labor Relations
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❖ Labor Relations in Canada
❖ Strong labor union presence
❖ Collective bargaining agreements
❖ Labor laws protecting workers’ rights
(Helmrich et al., 2023)
❖ Dispute resolution mechanisms
❖ Regular labor-management communication
❖ Employment standards legislation
(Helmrich et al., 2023)
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Training and Support
❖ Employee Development and Support
❖ Continuous professional development programs
❖ Subsidized training and education
❖ Onboarding programs for new hires
❖ Mentorship and coaching initiatives
❖ Employee assistance programs (EAP)
❖ Performance reviews and feedback systems
(Kanso & Grassmuck, 2020)
(Kanso & Grassmuck, 2020)
References
❖ Helmrich, A., Chester, M., & Ryerson, M. (2023). Complexity of
increasing knowledge flows: the 2022 Southwest Airlines
Scheduling Crisis. Environmental Research: Infrastructure and
Sustainability, 3(3), 033001.
❖ Kanso, A., & Grassmuck, L. (2020). A crisis in the air: Analyzing
public relations at Southwest Airlines to restore public trust. In
Competition Forum (Vol. 18, No. 1/2, pp. 148-156). American
Society for Competitiveness.
❖ Vadlamani, S. L., Shafiq, M. O., & Baysal, O. (2022). Using
machine learning to analyze and predict entry patterns of low-cost
airlines: a study of Southwest Airlines. Machine Learning with
Applications, 10, 100410.
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