Briefly describe the company you researched.
Founded on June 18, 1971, Southwest Airlines are the largest low-cost airline in the world, ferrying the highest number of passengers in the U.S. The Airline flies to more than a hundred destinations in forty-one states. The company’s motto, which is at the heart of its operations is, “To connect People to what’s important in their lives through friendly, reliable, and low-cost air travel” under the stewardship of Garry Kelly the current CEO of the Airline (Southwest, n.d). Southwest finds a competing edge in its employees who form part of its synergy. However, all this comes down to the company’s innovative recruitment approach that has been credited for earning it a new job application in every 2 seconds (the University of Minnesota Libraries, n.d). The airlines have enjoyed tremendous growth even in the face of stiff competition and a sluggish industry.
Evaluate the effectiveness of the company’s recruiting efforts and suggest two (2) recommendations for improvement.
Southwest Airlines does not extensively advertise when it has to hire as the company has more applicants than they can even manage. To manage the vast number of applications made to the company daily, the company has a careers section on its website. The career portal contains a wealth of information relating to available jobs and internships at Southwest Airlines, benefits received by the company’s employees, the corporate culture, and tips on what it is like to work for the Airline (Southwest, n.d). According to information on the company’s website, applicants applying for a job at Southwest are required to only do it on the user-friendly career portal online by using the resume wizard by uploading their resume into the company’s applicant systems. All job openings at Southwest Airlines are posted promptly on the company website embedded on links to make the application faster. Southwest also offers an opportunity and encourages job seekers who would be interested in joining their workforce to sign up for the applicant system so that they can receive prompt notifications on new job vacancies whenever they arise.
The online recruitment approach by Southwest Airlines recruitment is effective in that it enables the company to tap on tremendous talent without incurring too many costs that accompany sourcing and recruitment, such as advertising and job listing costs. However, to make the Airline’s recruitment approach even more effective, I would recommend the company to utilize social recruitment by also tapping into the talent-rich social media platforms such as LinkedIn. Also, towards streamlining sourcing and recruitment functions of the company, I would recommend investing in an applicant tracking system for full automation of the entire recruitment procedure.
Analyze the selection process of the company you researched and recommend two (2) areas for improvement.
In an interview with the Havard Business Review (2015), Julie Weber, the vice-president of people at Southwest Airlines, noted that since the launching of the airlines in 1971, Southwest Airlines has been very selective in hiring. For example, in 2015, the company out of the 287,422 resumes reviewed the company selected 102,112 candidates to proceed for the interview and only ended up hiring 6,582 applicants less than 2% of the total (Weber, 2015). The company’s selection process entails a rigorous screening procedure to sift out applicants that do not fit in the Airline’s company culture. The overall goal of the selection process is only to ensure that the company hires engaged individuals whose values can seamlessly sync with the organization.
According to Weber (2015), Southwest does not hire for skills but three attributes, namely a warrior spirit, a servant’s heart, and a fun-loving attitude. In conducting interviews, Southwest employs behavioral interview questions drawn from the actual job description that defines the company interviewing methodology. Southwest also conducts a career motivation interview to gauge if a candidate is conversant with the job they are applying for and if the position aligns with their career goals. Although Southwest has an excellent selection process, I would recommend improving the candidate experience during the recruitment process. Additionally, I would recommend the use of tools to boost efficiency in selection and eliminate bias.
Assess the effectiveness of human resource planning and performance management systems in general.
Many employees and their managers argue that HR planning and performance management systems are time-consuming, bureaucratic, and cumbersome when compared to the value they add to an organization (Armstrong, Landers &Collmus, 2016). Such perception has led both the employees and managers to treat this planning and management tool as a necessary evil. However, the effectiveness of this tool cannot be underrated, for it has helped clarify job responsibilities as well as expectations, enhanced workforce productivity in addition to improving communication between managers and the employees (Pulakos, 2015). HR planning and performance management systems have also been very effective in developing the capabilities of employees through prompt feedback.
Determine the level of influence that training and talent management have on the labor force of the selected company.
Southwest has a human resource development and promotion practice that is pegged the company values. During Southwest’s annual 360-degree reviews and performance appraisals, for purposes of ensuring efficiency, the company provides that employees performance measurement is not entirely results-based, but rather, they should demonstrate how the results were achieved (Knorr, & Arndt, 2018). The Airline’s training and talent management approach is effective as employees are only trained and receive ratings on the three values that Southwest requires from their personel, namely fun-loving attitude, servant’s heart, and warrior spirit. The values are also used as a basis for promoting employees to leadership roles.
References
The University of Minnesota Libraries, (n.d) Human Resource Management: 4.3 Recruitment Strategies. The University of Minnesota Libraries, retrieved from,
Armstrong, M. B., Landers, R. N., &Collmus, A. B. (2016). Gamifying recruitment, selection, training, and performance management: Game-thinking in human resource management. Emerging research and trends in gamification (pp. 140-165). IGI Global.
Weber, J. (2015) “How Southwest Airlines Hires Such Dedicated People,” Havard Business Review. Retrieved fromhttps://hbr.org/2015/12/how-southwest-airlines-hires-such-dedicated-people
Southwest. (n.d) “About Southwest” retrieved from https://www.southwest.com/html/about-southwest/index.html
Pulakos, E. D. (2015) Performance Management: A roadmap for developing, implementing, and evaluating performance management systems. Society for Human Resource Management.
Knorr, A., & Arndt, A. (2018). Most Low-Cost Airlines Fail (ed): Why Did Southwest Airlines Prosper?. In competition versus predation in aviation markets (pp. 145-170). Routledge.
Southwest, (n.d) Southwest Careers. Southwest. retrieved from https://careers.southwestair.com/
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