Aviation Human Resource Management And Roles Of The Different Personnel

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Aviation Human Resource Management And Roles Of The Different Personnel
Abstract
This paper aims at pointing out the human resource management in the aviation industry and its centrality in the attainment of the overall goals of the organization. The paper exposes the importance of the human resource function in the airlines and the importance of talent retention and the recruitment of the best human resource talent. It relates the human resource management techniques with customer satisfaction. The paper also focuses on the retention techniques used in the talent management process.
Key words: human resource management, talent management, talent retention, airline
The nature of airlines demands that the hiring practices be conducted in a succinct manner to reduce risk and increase the customer experience. Airlines rely on the customer satisfaction for the creation of the continued business. Airlines also have to be run reliably in order for them to compete effectively in the market (Jackson et al., 2014). The nature of business and the risk aspect in the operations calls for the recruitment of the best talent in the market. Quality talent in the industry can be difficult to find and sustain. Consequently, the human resource management approach adopted by any airline has to focus on the retention of the talent (Baker, 2013). This paper will review the human resource management practices in the airline industry and the common roles undertaken by different employees.
Airline human resource management
Human resource management has the role of recruitment training and promotion of the individuals that have the capabilities that suit the needs of the airline (Chuang, Chen, & Chuang, 2013). In the real sense, the human resource management has the role of hiring individuals that are perfect fits to the culture of the airline or at least exhibit the inclination towards the culture of the company (Rush, 2012).
The human resource management has the role of voicing the culture of the company and enforcing it through the selection of the talent that suits the needs of the company (Arif, Gupta, & Williams, 2013). While the rest of the management has the ability to influence the organizational culture, the human resource department has the role of ensuring that the employees hired have the ability to follow the tenets of the company (Lengnick-Hall et al., 2011). It also plays the role of communicating change and ensuring that the employees are capable of coping with the changes in the sector.
The department discharges its duty by developing interviews and means of identification of the people that have the best personality, which will fit in the profile of the company. The entrepreneurial climate of the sector accords the human resource a greater latitude in terms of socialization and hiring decision that it undertakes (Lengnick-Hall et al., 2011). While informality in hiring process is not accommodated, there is an allowance of creativity in the hiring process, which accords the human resource managers the power to judge the personality fitness of an applicant to the organization’s culture and direction (Amankwah-Amoah & Debrah, 2011).
Airline industry...