Question:
Discuss about the Recruitment Process in Transnational Corporations.
Airline industries are one of the fast rising companies and the growth of the airlines industries has brought forward a lot of beneficial surprises for the society in general. First and foremost the airlines industry contributes a significant chunk to the growing economy; the business research analysts have deemed airlines industry to be the fastest growing industries in the world. According to the recent statistics the aviation industry contributes roughly 3.5% of the annual gross domestic product of the world which can be calculated approximately to 2.7 trillion dollars; hence the importance o the airlines industry is paramount to the economy. However, like any other corporate sector, an industry can perform well only when it has an efficient employee base (Yang & Xinde, 2014).
In order to have an employee base that is efficient, skilled, loyal and proactive, the recruitment pattern should be equally efficient and robust as well. And for that purpose an industry needs a qualified and efficient HR manager, who will have the required charisma, foresight and persuasiveness that will not only allow him or her to choose the best personnel for different designations, but will also allow him or her to manage the employees’ performance and behaviour in the organization as well. Now a the whole concept of sustainability of an organization depends on the performance quality and productivity of its employees depends relies on the capability of the HR manager to maintain optimal organizational culture and employee selection and their management, the importance of a HR manager is supreme for an organization to retain smooth sailing success (Wirtz & Heracleous, 2016). This assignment will explore the necessary recruitment strategies for a HR manager taking the context of aviation industry, the airlines chosen for illustration is Singapore airlines.
Singapore airlines are the basic flag carrier in the island country, and together with its subsidiaries it performs the majority of the passenger and the cargo air transportation, terminal services, engineering services and many more. This airline company operates in the entire eastern Asia and the employee strength of the company is about 30088 staffs according to the recent statistics shared by the organization. The annual revenue generation by the company is 15975.5 million dollars which is quite commendable considering the current status of economy. The mission statement of the airlines is centred on the basic goal to provide air transportation services with optimal quality and safety to the people all the while maximising the revenuer returns to safeguard the best interests of all the stakeholders involved. Elaborating more on the nature of business process, the very first principle followed in the organization is the clarity and commitment to the customers. They provide an integral and interactive communication system with their customers to ensure that best service support is provided to the customers. Furthermore, for better career growth of the employees, the airline company also regularly engages in continuous training and career development programs in order to entertain the skill enhancement for the employees (Singaporeair.com., 2017). There are a number of innovative business process management techniques employed to entertain more customer satisfaction like in-flight free resources, individual video screens, gaming devices and other in-flight entertainment devices. Lastly it has to be mentioned that the company also engages in a robust and periodic rewards and recognition program that helps in boosting staff loyalty as well. Hence, it cannot be ignored that the company engages in a vast variety of different activities and programs in order to boost the brand reputation and these business process management activities can only be organized effectively by the means of a highly efficient middle management team, the position of HR manager selected plays pivotal role in this (Singaporeair.com., 2017).
The designation of a HR manager can be defined as a link between the employees and the management hierarchy of the organization, a personnel who is entrusted with two basic functions within the organization, the first is to overlook the entire business process functions in teh organization, and secondly, overall employee management. Now it has to be understood in this context that these job responsibilities entertain elements from a variety of different HR management disciplines, like compensation benefits, employee training and improvement, employee relation improvement, recruitment, selection and retention. First and foremost, an important role of an HR manager is to devise and negotiate strategic compensation plans and co-align them with adequate performance management and the compensation structure of the airline company. As mentioned above, an HR manager does not only recruit employees; rather the entire performance management and development comes under their job responsibilities. Hence, an HR manager will have to arrange and manage orientation programs, professional and personal development programs, leadership seminars to ensure that the needs and requirements of the company and its staff is addressed at all costs (?lusarczyk & Golnik, 2014). Moreover, an HR manager is the professional personnel is entrusted with the responsibility of both maintaining and fortifying the employee-employer relationship in the organization by crafting an efficient employee relation management strategy, that will incorporate all the steps to ensure that the best interests of the employees are met and the grievances of the employees are regularly communicated and heard to. Lastly, the most instrumental responsibility of the HR manager is to perform adequate recruitment for the employees in order to meet the workforce demand of the airline company and follow the present labour market trends. Hence, HR manager will be responsible for he over all decision making procedure that involves corporate branding for recruitment and the recruitment procedure itself (Swider, Zimmerman & Barrick, 2014).
Now considering the core competencies required in a HR manager include excellent communication skills, decision making capabilities, persuasive and motivation skills, and critical management competencies. It has to be mentioned in this context, that the performance quality, efficiency of the staff and workplace ergonomics are key principles of the job role for an Airline company HR manager. There are a number of different risks associated with aviation industry, fuel management, spilling, hydraulics management, adequate cleaning and in-flight safety procedures, all fall under the final supervision and discretion of a HR manager. Hence, key risk management skills are also required; lastly as a HR management is a sector associated with managing the behaviour and performance of people, the mental capacity of conflict management and stress tolerance is also a prerequisite for a HR manager. Hence, the recruitment for HR manager needs to be very strategic and cautious (Sengupta & Sengupta, 2014).
The recruitment strategy can be defined as the carefully planned and organized set of steps that define the actions to be taken in order to hold a recruitment program for a particular profession. This strategy will incorporate a detailed organization for ewach and every step before and during a recruitment procedure. It will incorporate the planning for job advertisement, interviewing criteria, basic requirements, interviewer panel selection and management of the entire procedure. Now recruiting a new HR manager can be a tricky sector, for an airline industry it is even more complicated to decide on the recruitment criteria to opt for in order, and it is mandatory for the recruitment procedure to take into account all the external and internal factors associated all the while keeping the recruitment procedure as inclusive and diversified as possible (Schreiweis et al., 2014).
The first and foremost strategy while planning a recruitment program is proper job role advertisements, it has to be understood that HRM is a crucial position for any corporate4 industry and for a dynamic industry like aviation, it is even more critical. The job advertisements method that is generally followed in the most business sectors is online media publication. The strategy for job advertisements must attract the attention of the public in the maximal level, hence the job advertisement strategy must incorporate all the popular online media interfaces, and the job description or job roles must be described with clarity and charismatic style to ensure more and more individuals are attracted to the position (Sarinah, Gultom & Thabah, 2017).
As the role of an HR manager is a very critical domain and the entire recruitment procedure for the airline company might suffer due to a wrong recruitment, which will eventually lead to weakening employee strength and overall business process management, there should not be any risks taken while recruiting for an HR manager. Singapore airlines can opt for the strategy incorporating employment or headhunting agencies. These agencies in most cases have the most qualified personnel and will be able to provide the best personnel for the post.
The recruitment procedure is incomplete with a strong and efficient recruitment board or interview panel. Hence the next strategy for the airline company will be to put together a group of most qualified higher management personnel for the airline company to carry out the interview and selection procedure. The panel may incorporate managing directors, business process manager, employee relation manger, business process analyst and event the vice chairman of company (Kahungu, 2017).
Lastly care should be taken to screen the recruitment procedure so that only deserving and adequately qualified personnel are given the opportunity to appear for the designation and to ensure that the recruitment criteria are maintained at all costs.
The concept of recruitment strategy and selection strategy might seem equivalent superficially; however there is a significant difference in between the both. A recruitment strategy is designed and implemented while conducting a recruitment program, however, a selection strategy decides which candidate will selected for the designation and based on what factors will the selection procedure will be completed. Hence, a selection strategy is equally mandatory for a company to have and here should be enough attention invested in designing a selection strategy (Kahungu, 2017).
Now human resource selection techniques of a particular company may vary greatly, and it depends absolutely on the staffing needs and characters of the company concerned and the designation for which the selection procedure is being carried out (Broughton et al., 2013).
The first strategy in case of selecting an HR employee should begin with preliminary screening, and in this round the selecting criteria must be based on the core competencies of a HR manager. In the second section, the selection strategy may include a written test that will judge the basic idea of the candidates about the job roles and requirements of a airline company HR manager and it may incorporate the intricate key requirements of an HR manager in a day to day activity in the airline industry (Kahungu, 2017).
In the third strategy the actual interview session with the qualifying candidates may take place. In this step care should be taken to question the candidates with the most relevant knowledge regarding business process management and employee relation management in the airlines industry along with their ambition and aim in the airline industry (Griepentrog et al., 2012).
The fourth selection strategy that the company can opt for is cultural fit selection, in this step the capability of the candidate to fit into the organizational culture of the company should be explored. It can be carried out by the means of a in-person questioning session, or it can be carried out by the means of hypothetical role playing activities where the candidate’s recruitment skills or conflict resolution skills are tested, and based on the performance of the candidate in the session the best deserving candidate should be selected for the HR manager position (Hawranik & Pangman, 2016).
Conclusion:
It has to be understood that recruitment policies and procedures have a pivotal role in defining the performance standards that the corporate organization will be able to achieve. And as the employee recruitment, retention and overall management of employees depends on the competencies of an HR manager, any mistake in the hiring procedure for HR manager itself can lead to severely detrimental consequences for the organization. The recruitment and selection strategies discussed in the assignment has attempted to consider and include all the important aspects of the day to day job responsibilities of the HR manager and it can be hoped that these strategies can serve as efficient tools for recruiting an HR manager for Singapore airlines or any other relevant corporate organization.
References:
Broughton, A., Foley, B., Ledermaier, S., & Cox, A. (2013). The use of social media in the recruitment process. Institute for Employment Studies, Brighton.
Deeba, S. (2014). Employee’S Satisfaction From Human Resource Management Practices In Airlines Industry In India: A Comparative Study Of Air India And Jet Airways. International Journal in Management and Socail Science, 2(04), 1-21.
Dhamija, P. (2012). E-recruitment: a roadmap towards e-human resource management. Researchers World, 3(3), 33.
Gatewood, R., Feild, H. S., & Barrick, M. (2015). Human resource selection. Nelson Education.
Griepentrog, B. K., Harold, C. M., Holtz, B. C., Klimoski, R. J., & Marsh, S. M. (2012). Integrating social identity and the theory of planned behavior: Predicting withdrawal from an organizational recruitment process. Personnel Psychology, 65(4), 723-753.
Hawranik, P., & Pangman, V. (2016). Recruitment of community-dwelling older adults for nursing research: A challenging process. Canadian Journal of Nursing Research Archive, 33(4).
Hossain, M. (2014). Employee perception about the recruitment and selection process of ACME group of industries Ltd.
Kahungu, L. (2017). Human Resources Management Strategies. Personnel Management.
Sarinah, S., Gultom, R. S., & Thabah, A. A. (2017). The Effect of Recruitment and Employee Selection on Employee Placement and Its Impacts Towards Employee Performance at PT Sriwijaya Air. JURNAL MANAJEMEN TRANSPORTASI & LOGISTIK, 3(1), 101-110.
Schreiweis, B., Trinczek, B., Köpcke, F., Leusch, T., Majeed, R. W., Wenk, J., … & Prokosch, H. U. (2014). Comparison of electronic health record system functionalities to support the patient recruitment process in clinical trials. International journal of medical informatics, 83(11), 860-868.
Sengupta, N., & Sengupta, M. (2014). Singapore Airlines: Gliding with People Excellence.
Singapore Airlines Official Website | (2017). Singaporeair.com. Retrieved 8 October 2017, from https://www.singaporeair.com
?lusarczyk, B., & Golnik, R. (2014). The recruitment process in transnational corporations. Polish Journal of Management Studies, 10.
Swider, B. W., Zimmerman, R. D., & Barrick, M. R. (2015). Searching for the right fit: Development of applicant person-organization fit perceptions during the recruitment process. Journal of Applied Psychology, 100(3), 880.
Wirtz, J., & Heracleous, L. (2016). Singapore Airlines: Managing Human Resources for Costeffective Service Excellence. In SERVICES MARKETING: People Technology Strategy (pp. 695-703).
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