Strategic Approach. Southwest Airlines’ approach to human resource
Southwest Airlines consider its employees as the best advantage. The HR strategy is tightly connected to the mission and vision of the organization. As a result, the employees are hired for attitude so that they follow accepted approaches and value the delivery of high-quality services and fun to the clients. HR department encourages them to take charge of their actions. It allows breaking the rules if it is really necessary to create a corporate culture (Strategic human resource management, 2013).
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To recruit new applicants in regard to competitive advantage, HR can hire through references within the firm and be sure that one meets the expectations. One more way is to employ a talented but inexperienced person who has just accomplished studying. Finally, hiring through LinkedIn is popular today, as a lot of information about the individual can be gained.
Diversity. The cases presented on the US Equal Employment Opportunity Commission website
The cases of diversity mentioned on the EEOC website are connected to diversity in media, law firms and federal workforce (EEOC, 2016). To increase diversity the organization, it is critical to recruit people from diverse populations. It is beneficial to educate managers on diversity advantages and participate in mentoring programs. As the minorities occur in the organization, they can become role models able to encourage others to follow them. In this way, diversity allows to increase productivity and problem solving due to the different points of view. It helps to attract new talent, enhance communication and make customers more satisfied.
To measure compliance, the organization can conduct opinion surveys, monitor changes in employee behavior or use focus groups. It can be rewarded by providing paid time off, additional payments, trips, etc. The number of lawsuits is likely to decrease, as the employees work more efficiently and make the customers satisfied.
Job Applicants. Recruitment methods and occupation descriptions
The company can recruit people through references from its employees. They can advise their friends, relatives or ex-colleagues. It is also possible to recruit the staff referring to the third party. It can be some agency that will find a qualified employee itself. The referral method can be core effective when well-managed, as the current employees are deeply involved in the operations and requirements. They know what the employer is searching for and if the person they know obtains all needed characteristics.
The occupational description that deals with computer and information systems managers is decent but can be improved. The information about the required education is not full. Some background “may” be required, so it is not clear when it is needed and when not. The tasks look rather general, and it is difficult to determine the range of duties. Mainly the professional is to “plan, direct, or coordinate activities in such fields as electronic data processing, information systems, systems analysis, and computer programming” (Computer and information systems managers, 2015, par. 1).
Adapted physical education specialists are to provide “individualized physical education instruction or services” (Adapted physical education specialists, 2014). However, the description is full of information related to software, which may confuse people. The spheres of knowledge are diverse and are not really connected to the human body, PE, and healthcare that are vital for this occupation.
Company Competitive Advantage in Recruiting Job Applicants
If the company wants to gain a competitive advantage when recruiting, it should enhance its presence on social media and cooperate with educational facilities. Technology will assist in these processes and allow to attract more young people.
The tests should be selected in regard to the profession, as physical fitness is vital for the teacher of PE but has nothing to do with HR manager. I believe the background check test to be critical, as it allows the employers to know who they are working with. The drug test is also important, as it ensures that the worker is in a good condition, and no legal issues will occur.
The Jung Typology Test evaluates one’s personality and shows how much one prefers “extraversion/introversion, sensing/intuition, feeling/thinking, judging/perceiving” (Personality type explained, 2013). I refer to ESTJ, which seems to be true to life. This test allows the employers to find out how the employee will perform one’s duties, cooperate with others, express responsibility, accept changes, etc.
The structured interview focuses on the subject and investigates how one knows it. The behavioral interview discusses one’s previous actions in the particular situations. The situational interview tends to understand how one will act in some case. They all seem to deal with the employee’s knowledge and actions, but the situational interview is the most beneficial, as it shows how one can use theoretical knowledge and previous experience to enhance performance (Newcombe, 2014).
The manager should make the final decision after discussing it with others to have a fresh look on the employee, avoid biases and consider another opinion.
Adapted physical education specialists. (2014). Web.
Computer and information systems managers. (2015). Web.
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EEOC. (2016). Search. Web.
Newcombe, E. (2014). Types of job interviews. Web.
Personality type explained. (2013). Web.
Strategic human resource management. (2013). Web.