Decision Making Process Of Hiring In The Airline Simulation - Samples

Question: Discuss about the Decision Making Process Of Hiring In The Airline Simulation. Answer: Introduction This essay deals with the decision-making process of hiring in the airline simulation. Our team consists of 5 members and our net profit of the business stood second highest among the competitors. In addition, we acquired highest cumulative net profit in quarter 2. In the third quarter, we have decided to take the selection of Station Manager. In this essay, I am going to cover my contribution in team when my team took the decision of hiring. This essay will explain the decisions which we made in selection critically and reflect my personal behaviour in decision of hiring process. The hiring decision The team was asked to select a station manager for the airline industry. Commercial airlines trust on employees who work in the ground station at each of the airports. These people oversee the ground operations. Airline ground operation is all about passenger ticketing, baggage, check-in, cargo service, boarding, deboarding and aircraft servicing. We aimed at to select someone who has experience in the post of station manager in the airline industry. The candidate has to work for 9 hours a day and he/she will get week off. In every stage, our team member decided the steps that we would be following. Each of the team members' decision was kept in a file. Two of my team members told that we should take an employee who already experiences in the similar field with good academic back ground. One of the team members provided preferences for young male candidate. Then, I put my opinion that as it was the third quarter of business, the organisation needed low-cost strategy and it would be a n easy task we if we could hire a candidate in internal hiring process. As stated by, internal recruitment is hiring an employee within the company. As this internal recruitment process must alienate he biases in hiring. All our members have the training in educating ourselves in the hiring process with recognizing the organisation's needs. The first step we followed was to check the candidates' applications. In the following step, we followed application tracking system through an online application. Application tracking system helps an organisation to control entire recruiting process easily (Zhang et al. 2014). Interview process was not easy as we needed to plan a screening interview and that would be face-to-face. In the first stage, candidates must face two interviewers as Personal Interview and in the second round; selected interviewees would get a chance to participate in group discussion. As this is internal recruitment strategy, we decided to take the application within the organisation with low competitive strategy. We got several applications from employees who were within the organisation. Option 1: We had an application from a middle aged minority female who was previously a cabin attendant for an airline that went bankrupt. 1- Why: This candidate could be a good choice as an organisation needs diverse workforce and she was from minority sector. Diversity is simple that an organisation must comprise with variety of ethnic class, gender, age, group and cognitive style (Cadden et al. 2013). Our team researched that most of the organisation focus on diversifying workforce that makes an organisation educated from a various background with intrinsic motivation. 2- Why not: We could not choose as we needed an employee with experience. Customer experience in the airport is important and interacting with experienced employees gives better customer experience (Anitha and Begum 2016). We did not choose her as we may diversify our organisation later as multi ethnic background can boost the financial performance. 3- Decision: Our team did not choose her for her experience. 4- Result: The result was that the organisation may lack a diversity organisation, however, in short-term, this organisation needed profitability and experience employee. Option 2: Another application came from a lady who has been working for the airline for two years. 1- Why: Our team could select her as she had been in the airline sector with two years of experiences. HR management of an airport should be strong and HR must retain talent. The airport HR needs the talent to be fierce and this lady has good performance evaluation throughout. Experience employees can inspire complex project and transform the workplace as the organisation desires (Rice 2015). 2- Why not: We did not select her as she did not have experience in the mentioned field as station manager in the airports. In relation to this, we may relocate her in future and that may create another issue. A good talent management can improve the employees competitiveness (Sleeter et al. 2014). Airport may make a contract with the female employee and would mention that about relocation. 3- Decision: Our team did not select her as the relocation and experience in the same field became an issue. 4- Result: The airport organisation may lack the diversify organisation as if a lady would have been a part of the organisation, diversity would increase. Option 3: The son of the owner of the largest employer in town who has associated degree with aviation industry applied. 1- Why: Our team could choose him as he had degree with academic qualification. As stated by Harvey and Allard (2015), Younger and hungrier and a lot cheaper.Betting on potential has become one of McKinsey's defining characteristics. The idea was simple: It was easier to mould a young mind than to change an older one. 2- Why not: We did not choose him as it might bring corruption in the system and he had not sufficient knowledge in the field and lack of experiences. Our team do not emphasise on favouritism and do not treat unequally with employees. We decided to hire an employee from internal recruitment policy. Internal recruitment policy selects an employee who already knows his/her capabilities and has knowledge (Rice 2015). 3- Decision: We did not select him as we wanted to select someone within the organisation with experience. 4- Result: The airline industry may face a challenge as this candidate is fresher and has academic knowledge. Fresh brain and young resources are needed. Option 4: We had another application from the middle-aged white male as had been working as an assistant station manager in an airport for five years. 1- Why: This male candidate is white male and has experience of five years in the same field. As stated by Blount et al. (2016), experienced employees can provide a better result and could manage work efficiently. As he was from the same company and experienced workers had the knowledge, employees have punctuality, honesty and dedicated at the same time. According to Marlow and Dabbish (2013), the employees are who are experienced, can be detail-oriented, attentive and focused. The candidate with five years of experience would be the best for the organisation. 2- Why not: However, one of my team members asked to recruit the people from different ethnic group to make the workforce diverse workforce. Middle aged employees sometimes may lack the motivation in working and this can result in the ground-level employees (Deci and Ryan 2014). The organisational goal cannot be achieved through this. 3- Decision: This man was perfect for the post as he had experiences and in the similar field, we wanted. Our team decided to choose him as a station manager for the airline. 4- Result: Station manager has to face customers and customer interaction is necessary. Good performance of the employees was another criterion for the employees to choose. This may bring the airline good customer service facility. Theory implication and Reflections As stated by Ash et al. (2013), internal recruitment policy increases over time as it is cost effective, it is easier to assess, boost workplace morale and it makes balance to the workplace. One of my team members argued that internal recruitment does not pay the high salary to the candidates as it is taken as designation change'. However, I think that internal recruitment brings motivation within the employees and the organisation may take it as an employee retention strategy. The employees would be bestowed with higher responsibilities and it may boost the morality and that provides both intrinsic and extrinsic motivation. On the other hand, external recruitment brings fresh talent within the organisation; one team member explained that in bulk hiring, external recruitment is better. About internal recruitment process, our team thought that the white male with five years experiences would be best-suited candidates. He would be from internal recruitment policy, highly experienced, high external and intrinsic motivation would work within him. Taking an employee within an organisation would be helpful as it does not expense much money as the employee is within the company and it does not include professional loyalty (Hbr.org 2017). Conclusion In case of working as a team for taking the hiring decision, we followed democratic leadership style and shared everyone's decisions. However, my decision with internal recruitment policy worked as I showed benefits of internal recruitment with examples in the airline's industry. As organisation in this situation needs more about strategic implementation of cost-effective strategy so that we could not provide the organisation with diversify workforce. Recruiting an employee within the company with experiences may bring the good relationship with subordinates. Internal recruitment does not advertisements expenses and promotion of the employee would do the work. We gave the notice of the vacant post and select through the systematic process. Our team do not believe in favouritism. References Anitha, J. and Begum, F.N., 2016. Role of organisational culture and employee commitment in employee retention.ASBM Journal of Management,9(1), p.17. Ash, R., Hodge, P. and Connell, P., 2013. The recruitment and selection of principals who increase student learning.Education,134(1), pp.94-100. Blount, J., Wright, C.S., Hall, A.A. and Biss, J.L., 2016. Social Media: Creating Student Awareness of Its Use in the Hiring Process.Southern Journal of Business and Ethics,8, p.202. Cadden, T., Marshall, D. and Cao, G., 2013. Opposites attract organisational culture and supply chain performance. Supply Chain Management: An International Journal,18(1), pp.86-103 Deci, E.L. and Ryan, R.M., 2014. The importance of universal psychological needs for understanding motivation in the workplace.The Oxford handbook of work engagement, motivation, and self-determination theory, pp.13-32. Harvard Business Review. 2017. 7 Practical Ways to Reduce Bias in Your Hiring Process. Available at: https://hbr.org/2017/06/7-practical-ways-to-reduce-bias-in-your-hiring-process [Accessed on 3 Sep. 2017]. Harvey, C.P. and Allard, M., 2015.Understanding and managing diversity: Readings, cases, and exercises. Sydney: Pearson. Marlow, J. and Dabbish, L., 2013, February. Activity traces and signals in software developer recruitment and hiring. InProceedings of the 2013 conference on Computer supported cooperative work. 39(20), pp.145-156 Rice, M.F., 2015.Diversity and public administration. London: ME Sharpe. Sleeter, C.E., La Vonne, I.N. and Kumashiro, K.K. eds., 2014.Diversifying the teacher workforce: Preparing and retaining highly effective teachers. Abingdon: Routledge. Zhang, X.Q., Liu, X. and Sun, J., 2014. Research on innovative talent recruitment based on organizational commitment theory.BioTechnology: An Indian Journal,10(9), pp.34-38