Human Resources in the Aviation Industry Submitted to: Mrs. Jasmina Popov-Locke Submitted by: Maha A. Jammoul CONTENTS Introduction……………………………………………………3 Recruitment and Selection Process…………………….4-12 Effect of recruitment‚ selection‚ and interviewing processes on Southwest Airlines……………………...13-17 Conclusion…………………………………………………...18 Bibliography………………………………………………….19 INTRODUCTION Human resources is a very important and essential element of any business. In the aviation industry
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efficiency and effective use of employees. Organizations have many options to utilize while screening for employees. Screening strategies choices not only assist with efficiency‚ but also match people with the job. Tools that organizations can utilize are job applications‚ resumes‚ interviews‚ background‚ reference checks‚ personality testing‚ drug screening‚ honesty and integrity test and a host of other procedures (Wright‚ Domagakski‚ & Collins‚ 2011). Performance appraisal is the systematic
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process‚ planning and taking part in mock interviews and researching the impact of the legal and regulatory framework on recruitment and selection activities. Learning outcomes: 1 Know the processes involved in recruitment planning 2 Understand the implications of the regulatory framework for the process of recruitment and selection 3 Be able to prepare documentation involved in the selection and recruitment process 4 Be able to participate in a selection interview Durations (approx) 60 hours Task
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Retaining staff is important for a business as they won’t have to pay out the cost of hiring new people. If they had low retention of staff they would constantly have to hire new people which would be expensive‚ the costs of advertising the job offer‚ the interview process and the training of new employees. It would also be harder to retain customers as they wouldn’t be able to develop relationships with the customers as they are only there for a short period of time. Having new people working on a
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T/R 2:00 Mike Wilson Ivy Tech Community College June 29th 2010 Finding a job is probably one of the hardest and most time consuming tasks in life. The second hardest is being a female and trying to find a suit to wear to the interview you just landed and your low on cash. Thats where Dress For Success comes in. Dress For Success is an International non-profit organization dedicated to improving the
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sure you are fully prepared. You need to make sure you have the best fitting employee-hiring process. Once you are done preparing for the interview‚ you need to know what to look for in the interview. You need to analyze every resume that you see because a resume alone is the difference between getting the job or not. The next step is to now prepare for the interview with the employee. Not only does the applicant need to be on their best behavior and be well prepared‚ you do also. First impressions are
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Diane M. Turner-Bowker’s (2001) article discusses the role that business-appropriate clothing plays in a women’s ability to get a job‚ as well as the obstacles women living in poverty face in attaining these clothes due to the inability to afford them. The article points to the fact that the average women’s business suit in a “midscale shop” can be anywhere between 50 to 200 dollars‚ and even at “lowscale shops” suits can be up to 65 dollars‚ on top of this Turner-Bowker (2001) also states that “the
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of the employees in KMU and the employee characteristics. Form the results of this interview we know that KMU has almost 720 employees; and they are all having a key and effective roles. In more depth Khyber Medical University‚ Khyber pakhtunkhwa human resources Section are responsible for Employees Capacity Building‚ Recruitment‚ Employees Relations‚ and Performance Management. The 2nd portion of the interview is focusing on the issues of HR that effect the retention of the employees. There are
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numbers and encouraging them to apply for jobs with a particular organization. The basic purpose of r ecruiting is to ensure a sufficient pool of applicants from which the most qualified individuals may be selected. On the other hand‚ selection process begins where recruitment ends - with the applicant pool. Selecting is actually the process of choosing fro m a group of applicants that individual deemed to be best qualified for particular job opening. Recruiting and selecting candidates
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very challenging‚ time consuming and costly function of the company. But what’s even harder – especially in today’s chaotic economic situation is‚ “Making the right Hire”. Recruiting and Selection is all about “hiring the right person for the right job at the right time.” Even a single wrong hire can affect the operations of the business and can cost the firm a fortune. In order to avoid making a bad hire‚ HR managers must carefully conduct and analyze the Human Resource Planning (HRP) process. HRP
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