Tuesday, May 5, 2020

Case Study Of Strategic Hiring- A Case Of Emirate Airlines Cabin Crew

Question: Discuss about the Case Study Of Strategic Hiring- A Case Of Emirate Airlines Cabin Crew Recruitment. Answer: Introduction Emirate is a luxury airline based in Dubai. It is known for its extravagance and graciousness in treating its customers across the world. It flies to over 150 destinations in Europe, Asia, Australia, Africa, New Zealand and the Middle East (Emirates, 2018). The report is based on the presented case study of Strategic hiring- A case of emirate airlines cabin crew recruitment. It will highlight various discussions supporting emirates talent philosophy where the recruitment drive of Emirate is highly professional in managing the situations and extracting effective people out of various candidates. The emirates recruitment strategies were aligned according to the short availability of time, in additional several challenges were faced by the recruiting team which was overcome by them. However, this relatively enabled them to achieve success by selecting the appropriate and best candidates. The report also highlights recommendation and assessment tools to assess value inventory. Discussion Emirates talent philosophy depended on its recruitment team which performed outstandingly. It handled the critical situations where working continuously three days to recruit over 1650 candidates was an immense contribution. The team members were only 15 that need to handle such crowd. The sudden situation they faced where the recruiting team focused not to disregard the companys status and the value of the shortlisted candidates and the open candidates which might affect the future reputation of the company. The recruitment team also designed the schedule to interview all the candidates in a short span of time and achieve the goal to hire the most appropriate crew for board. After such long and difficult interview session only 45 of the suitable candidates were selected. The Emirates scheduled its recruitment process in two specific categories which were presented to the candidates as open days interview and days by interview where it enabled the candidates to forward their resume through online to the company. The other open interview widens the recruitment process to all the candidates as a simple walk in interview. After the screening process the candidates will be hired on the basis of their quality perspective shown while in the interview. However, in the last moment where only 200 candidates were invited it was seen that more 1450 candidates were extra who came up to give an interview. This condition was later accepted by the recruitment drive to interview the whole crowd of candidates freshly. The recruitment team during its planned process of hiring which later extended to a bit difficult task to arrange the hiring process for a vast number of candidates over both open and invitation recruitment option. The initial challenge that was faced by the recruitment drive was invitation of the candidates which were sorted from the online recruitment process. In brief the invited candidates were the selected candidates from the first round of interview after viewing the resumes of all the individual candidate which were to be taken with the second interview in the hotel lobby of the place. The situation became awkward when along with the 200 invited candidates; more 1400 candidates joined the interview process. On top of these huge figuring candidates the time that was allotted by the recruitment team to interview the rest 200 invited candidates was only limited to 1 day which was further extended to extra 2 more days. Still it was seen as one of the biggest challenge by the team as rounding up to 1650 candidates that were to be interviewed by 15 members of the recruitment drive in 3 days. Human resource team is known to evaluate, manage and do the best for the organization keeping in mind the cost effectiveness but in the case of Emirate the turning of the plans into quick actions to respect both the company and candidates value in recruiting process. The extension of the banquet hall of the hotel to interview all the candidates in 3 continuous days made the process costly. It also results in the problem in the accommodation of all the team members as it was planned to stay in Bucharest for 1 day. A further challenge that was waiting for the recruitment drive to be answerable during the recruitment process was being questioned by the candidates on the modification of the selection process. After the modification done by the recruitment drive, the initial step that should be taken by the recruiting team was to manage firmly the invited candidates as they had to face the major challenge as they again had to fight for the selection in Emirate which mean again they had to give their interview from the beginning to achieve their dream to work with Emirate boards. For this purpose the recruitment head Krishna arranged the manger of the hotel to offer tea/coffee to the candidate with local snacks made by their chef in two snack time specifically at first at 11 am and the other at 4:30 pm. The Emirate handled to provide the candidates with the souvenir to retain the interest of the candidates and select the effective one among them. Then it needs to be decided that while in the interview period the self introduction of the Emirate to each of the interviewee will consume more time instead of at first interacting with all the interviewee. This will cut the time being wasted in the interview process ad rather using it for the effective short listing the employees required with suitable skills from the ocean of candidates. Assessment tools: In order to assess the candidates other significant value inventories there can be some suggested tools that the Emirates can use:- Grooming checking: This can be an important factor while in the profession of air hostess as they always need to look fit and perfect. The customers look to be welcomed by the attendants in the flight in an ethical and respectful manner in the same way the customer would like to be welcomed by a hostess who looks presentable and chic. Therefore, during an interview the overall presentable a candidate can represent in front of the interviewer is an observable factor. The more the person is presentable it will make the customer perceive things in an extravagance manner (Eklund, 2016). Small focus group interview: this is a type of interview that will engage a minimum number of candidates to be formed in a group and taken together for the interview process. This method is useful as it will help to recognize that to what extent the candidate is capable of standing and presenting own self in from of hundreds of customers. While taking such interview the interviewer can relocate the behavior of the other candidates sitting idle in the group interview process. It will show the skill regarding their attention, consciousness, alertness and body gestures that will be necessary when they will be hired for boarding. Scenario case interview: This is another type of interview where it can be observed that how much the candidate is depended on his skill and capability of handling a situation which might raise concerning the unplanned situation. In the interview the candidate can be offered a set of case studies where they need to pick one and quickly give their opinion and the action that can be implemented in the scene to manage the situation. It will give a quick understanding of the problem solving skill of the candidate. Recommendation to access value inventory: Professionalism- This factor needs to be evaluated at the initial stage of interview where the question to the candidate can be thrown as how did he come to know about Emirate? did the candidate had enough knowledge regarding the background of Emirate and the market new related to it and other factors that show the skill of the candidate with respect to professionalism. Emotional Quotient- The emotional quotient of individual can be different and can affect the attitude in the workplace. It is believed that higher emotional intelligence will result in high job performance. During interview asking the question relating to emotional intelligence can show the personal skill of developing strategies to overcome consequences. Cosmopolitan Outlook- the cosmopolitan outlook refers to people who are committed to variedness in their nature with the mixture of culture and different lifestyles that will help in the engagement of interacting and coping up with people in the flight. Cultural Assimilation- another essential value that drives the profession of the air hostess, as in the aviation industry it is important to be flexible in terms of travelling throughout the world with the flights schedule which requires cultural absorption skill to manipulate the needs and requirement accordingly. It also includes encountering people with variable mood such as anger, frustration and even cultural interfaces. Appreciation for diversity- During the interview this factor can be evaluated by framing questions as to get a quick answer on the diversity perspective of the individual. Aviation industry consist of operations where meeting new people from different cultural perspective is an everyday task. Conflict resolution skills- this skill again focuses on the solving of analytical skill that needs to be solved by the help of personal views and experiences that also influencing others welfare. This type of skill is useful fir the actions to be taken in the short period of time (Plant Stanton, 2016). Execution skills in stressful work situations- in this value the understanding and performing a various number of task altogether without hesitation and being any evidence for the faced difficulty is an attribute of a valuable employee. Performing multi task altogether effectively is a skill required to entry in aviation. Conclusion From the above disclosure, it can be concluded that Emirate is Dubai based airline operating in over more than 150 destinations and 140 countries. The above report shows that the customers care is the main motive that is being served by the Emirates. The skills and advancement to handle the critical situations were one of the human resource capital of Emirates. Out of 1650 candidates only 100 were selected as per the case study and finally only 45 effective candidates were short listed which were regard as the best appropriate candidates chosen after continuous 3 days of interview. The report also contains brief of 3 assessment tools specifically case study solving, grooming checking and small group interview which will help to hire the suitable employees. Emirates believe in hiring the best suitable employees after various strategic interviews in over various countries. Employing the right people is the motive. The recommendations in the end, states that the problem solving skill, c osmopolitan outlook, cultural assimilation execution skills, emotional intelligence and professionalism are the important values that one needs to consider while assessing value inventories. References Eklund, M. (2016). A Cabin Crew Quality Manual for ProffsAviation. Emirates. (2018).Find flights to Emirates destinations | Emirates.Emirates. Retrieved 8 April 2018, from https://www.emirates.com/english/destinations/ Plant, K. L., Stanton, N. A. (2016).Distributed cognition and reality: How pilots and crews make decisions. CRC Press.

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