Southwest Airlines’ Employees Management

Topic: HR Management
Words: 870 Pages: 3

Considering the size and reputation of Southwest Airlines, its personnel should offer services that are recognized for expertise and professionalism. In order to recruit the required number of pilots, the plan proposes three sources that can deliver information and appropriate candidates. The first source is internet hiring platforms that post the necessary job information and requirements. Online platforms, such as LinkedIn, are able to generate large numbers of resumes since they are not limited by physical resources. In addition, the websites are able to quickly analyze the applicants’ personal data and communicate feedback according to the company’s needs (Ahmad, 2018). Another vital part of the platforms is a short amount of time to fill a position and low costs for maintaining company’s recruitment advertisements.

The second source is aviation schools that prepare future professionals. Not only do such organizations provide information about their students’ grades and performance, but they also freely cooperate with corporations that can employ their future pilots. However, schools often demand increased payment for their services, and companies are required to maintain a privacy policy (Aylott, 2022). The colleges lack a quantitative advantage since the variety of resumes is not as substantial as on internet sites. However, the aviation programs suggest applicants who have solid training and experience, making them a more dependable source of personnel.

The third source is private agencies that focus on finding young talents. The services of such companies are usually more expensive and time-consuming than other sources of recruitment. However, such agencies are able to analyze the market at a deeper level and therefore provide applicants with exceptional characteristics (Aylott, 2022). Southwest Airlines can benefit from such a source by hiring pilots at a young age, which potentially leads to long-term cooperation.

The common methods of selecting a candidate that Southwest Airlines should employ include interviews, performance tests, and personality assessments. An interview is an effective way to determine a person’s competencies and commitment to the job and the company’s standards (Ahmad, 2018). Interviews are a trustworthy source of personal information since they reveal an applicant’s innermost thoughts. Performance tests provide data that determines a candidate’s ability to fulfill the needs of the company (Ahmad, 2018). In addition, performance procedures can display physical skills and health conditions. However, tests may not guarantee utility since most of them require a specialized field and environment. The method of personality assessment aims to analyze the employee’s characteristics and ability to cooperate with other people. Assessment includes tests that determine an individual’s personal traits and disposition to certain behaviors (Vatankhah & Ilkhanizadeh, 2021). All the discussed methods of evaluating pilots are legal and offer valid and reliable sources of information.

Southwest Airlines should use three methods for training pilots: group discussions, flight simulations, and online training. Group discussions are an essential part of a successful training plan. The company’s veteran pilots and potential candidates are able to interact with each other and share experiences and helpful advice (Aylott, 2022). Group meetings demand more resources than other methods of training because of the increased organizational costs. However, the discussions promote joint commitment to the work and improve communication processes in the workplace.

Simulation programs can test pilots’ professional skills and ability to adapt to new challenges. One of the main advantages of simulations is that they provide a realistic and immersive flying experience. Consequently, the cost of advanced simulation programs is considerably high. However, this drawback is compensated by minimal risks and the opportunity to develop an individual’s piloting abilities in a stable manner. Finally, online courses can provide essential materials to employees who are not able to attend the company’s group discussions (Aylott, 2022). One of the advantages of online training is the ability to share information with all employees around the world (Aylott, 2022). In addition, the costs of online learning programs are relatively low compared to simulations and organized classroom meetings. Moreover, online resources can offer accurate and latest information regarding the company’s status and events.

Southwest Airlines’ performance system should incorporate effective management of pilots’ conditions and their ability to perform required tasks. The method of peer review can provide essential and accurate data regarding the employees’ performance and increase cooperation among different teams (Aylott, 2022). The peer approach is strategically congruent with the company’s methods of evaluation. In addition, it is a valid and reliable source of information because pilots work in teams and can evaluate each other’s progress more precisely than trainers. The peer reviews encourage candidates to share their feedback in a constructive manner. Besides, colleagues are able to discuss specific areas of their performance and communicate insightful knowledge with each other.

Southwest Airlines should utilize the ethical management approach to retain pilots. An ethical approach consists of a system of standards that define the correct actions needed for improvement and progress (Aylott, 2022). Ethical management encourages adherence to the company’s ideals and goals, which leads to increased consistency and commitment (Aylott, 2022). By respecting the members’ cultural and personal backgrounds, the organization can decrease voluntary turnover. The strategy also doesn’t require large expenses and concentrates on appealing to the individual demands of the pilot. Such an approach can improve job satisfaction and retain employees for extended periods of time.


Ahmad A. (2018). Recruitment strategy to hire the best people for organization. Journal of Management and Leadership, 1(2), 1-16.

Aylott E. (2022). Employee relations: A practical introduction (3rd ed.). Kogan Page.

Vatankhah, S., & Ilkhanizadeh, S. (2021). Understanding airline organizational attractiveness using interpretive structural modelling. Advances in Hospitality and Tourism Research (AHTR), 9 (2), 444-466. Web.

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