Job Analysis of a vacant position in the organisation
Singapore Airlines is the flagship carrier of Singapore. The organisation includes many airline subsidiaries operating under it which has made the organisation one of the leading airline companies in the country. The total employee strength of the organisation operating in Singapore is around 24, 600 which is the biggest number of employees carried by any airline companies in the country. The company mainly provides air carrier services including passenger and cargo flights. The main vision of the organisation is to promote the empowerment of women in the organisation which is done through more and more recruitment of girls in the flight crew. When most of the organisations emphasise on general services Singapore Airlines emphasise on branding and publicity of the flight crew employees. The main vision of the organisation is to improve the status of both the genders effectively through the services of the company (Compton et al., 2009).
Job Analysis could be defined as the process of examination and collection of data in order to understand more about a job. Job analysis is extremely important to understand more about a job and effectively develop a strong hold on it in order to make it easier for the applicants to apply for the job. Job analysis moves in a systematic way and tries to collect complete information which helps to design the job specifications effectively. In the present case the organisation Singapore Airlines is in need of a marketing manager to handle their marketing and promote its services to the targeted audience. The main role of the marketing manager is to promote the services of the organisation and create effective awareness of the organisation. The HRM also applied effective internet search and searches on other key sources of information to realise the main roles and responsibilities of the marketing manager. This has helped the HR department of the organisation to frame job description and specifications for the position of marketing manager to be recruited (Henry & Temtime, 2010). The Job description and specifications for the position of marketing manager is discussed below:
To conceptualise, develop, plan and strategically execute all the key marketing tasks and commercial communication activities of the organisation Singapore Airlines. This will also involve managing marketing projects for the organisation and will have to supervise the external promotional activities not only in the domestic market but also in the chosen overseas markets. This position and role will take the opportunity to lead and guide involved in the marketing operations of the organisation. The responsibilities of the Marketing Manager in the company are:
- Managing the day to day marketing activities of the organisation.
- Developing suitable marketing strategy for the promotion of the services of the organisation.
- Managing and supervising the marketing plan and budget.
- Effective allocation of job roles among the team members.
- To guide and motivate the team members operating under you.
- Creation and development of all marketing materials effectively.
- Analyse and monitor all the marketing strategies implemented.
- Tying up with other departments to make sure marketing strategies are properly implemented.
- Appraising decisions made and the performance of the team members (Lievens & Chapman, 2010).
Job Design for the position of Marketing Manager
Job Specifications (requirements) for the role
- MBA or a Bachelor’s Degree in Marketing with at least five years of work experience preferable.
- Strong analytical and project management skills required for the job.
- Active, confident and challenging personality.
- Flexible and creative.
- Strong and effective communicator and highly developed teamwork skills.
- Strong understanding of internet marketing especially social media.
- Ability to lead in a challenging environment (Kong & Thomson, 2009).
The Job design is an extremely crucial step which follows the job analysis. The Job design is responsible to develop the understanding of the position and aims to outline the tasks, duties and responsibilities into a single unit of work. The job design is extremely important as it helps to focus on developing a strong understanding of the job and how its needs to be performed in order to get the best possible result out of it. It is important to mention that the Job design is important to achieve efficiency at work, motivation, safety and health and based on mental capacity which is extremely important for the organisation Singapore Airlines to achieve significant result out of it (Meyskens et al., 2009).
Job design in this case done with the help of the process of job simplification is extremely effective as it will help to break up the job effectively and allow operating the jobs effectively. This is also called job design for efficiency. Applying industrial engineering is one of the key ways to improve making job easier so that everyone could be trained to perform the jobs effectively. Job enlargement in this case is extremely effective in developing making sure that it improves the efficiency of the Marketing manager. Job enlargement is mainly increasing the task and responsibilities of the manager in his own field. For instance providing the responsibility of hiring marketing staffs for the marketing department is an additional role which the marketing manager will need to perform in the organisation and this will increase the interest of the marketing manager and will increase the efficiency of the job and decrease cost (Fong et al., 2011).
Job enrichment would be applied which is also looked as job design for motivation which would motivate the marketing manager to get exposed to new challenges like developing marketing projects within short period of time and will help to create intrinsic motivation for the manager. It will make the job more interesting and will motivate the employee to go ahead in the corporate ladder. Flexible work schedules and self managing team are also effective in motivating the manager.
The Job design done based on the ergonomics will have adaptive tasks and work station for the manager which would help to effectively operate and communicate with the team members which would involve less physical movements and will reduce the possibilities of physical injuries. It is also important to mention that the tools provided will be the best in nature so that the manager doesn’t have to use force that could affect the safety and health of the individual (Armstrong & Taylor, 2014).
Application of recruitment strategies
Job design for mental capacity will be done to reduce the impact of the storage of information on the brain. In this kind of job designs the organisation will look to break the job into small parts where the employees are less likely to make mistakes. Timescale for the recruitment of the Marketing manager of the organisation Singapore Airlines is given below:
Choosing the right recruitment strategy to hire the marketing manager for the organisation Singapore Airlines is extremely important. It is essential for the HRM of the organisation to understand and assess the different recruitment strategies for applicability which would help to make sure the right candidate is hired for the organisation. As the demand for top talents increase day by day the job of the Human Resource Managers grows tougher and hence applying the right strategy is extremely important for the organisation. There are number of effective recruitment strategies which could be availed by the HRM of Singapore Airlines but since the organisation is highly inclined to promote equality of genders through its work and empower women through the operations it becomes important for the organisation to choose the right kind of recruitment strategy (Jose Chiappetta Jabbour, 2011).
Driving referrals is one of the key ways of recruiting top talent in the organisation. In the contemporary business environment referrals tend to provide the best possible employee to the company. Referral is one of the effective ways to recruit people. With the increasing competition in the market getting a pool of talent from the known workforce is extremely effective for an organisation and hence driving referrals is considered as one of the best ways to get suitable talents for the organisation (Bratton & Gold, 2012).
Internal recruiting could be another key method of recruiting the candidate for the position of marketing manager. For every HR manager internal recruitment stands to be one of the key ways of recruiting employees. The internal recruitment strategy helps the HR manager to assess the employee pool of the organisation and accordingly helps to choose the best possible candidate from the employee base. This is also effective in reducing the cost recruitment and helps to implement known individual on the job (Collings & Mellahi 2009).
Another key recruitment approach stands to be the direct attraction approach which is done with the help of advertisement and publicity to a targeted group which would help them to get the best possible applications and from there the organisation is likely to get the best candidate for the job. The direct approach focuses on public visibility which would help to make sure people with relevant experience and profile are able to apply for the job.
Selection strategies
It could be said that the organisation Singapore Airlines should implement these approaches and then tally the profiles received to hire the best candidate suitable for the vacant position of the marketing manager (Iles, Chuai & Preece, 2010).
Selecting the right candidate could be tough and hence it is important to apply effective selection strategies that would help to assess the candidates and make sure they are fit for the job.
Selection on the basis of knowledge, skills and abilities is one of the best ways to get employees to work for the company. It is important to note that selecting on the basis of this knowledge and skills and abilities could help to choose just the right employee. Screening and filtering the pool of candidates is a common way of selecting candidates based on skills and abilities (Boella & Goss-Turner, 2013).
Multi Stage selection is another process of selection which is the most common way of selection for the business. It is important to mention that in the multistage selection procedure stages like, screening or short listing, interview and psychometric test and finally practical situation are implemented which helps to make sure that the candidate hired is a perfect match for the job.
Outsourcing is a realistic selection procedure which is effective to hire executives or temporary workers or specialised department employees. It is mainly done through professional firms operating for the organisation. Even though the final selection is still the responsibility of the HR team of the organisation but outsourcing does the work to a large extent (Kusluvan et al., 2010).
Through assessing realistic job previews and assessing portfolio selection is also done and hence it is important for the organisation Singapore Airlines to make sure the organisation has efficient team who do job previews and also implement ideas and plans to make sure the job preview done is effective and the portfolio assessment done is suitable and effective in nature which would help to get the best possible candidate for the role (Karatepe & Vatankhah, 2014).
In the present case it could be said that Singapore Airlines should go for the multistage selection procedure once the recruitment is done. The multi stage selection procedure involves assessment and screening of portfolios and then interview where the panel of experts will analyse various aspects of the candidates effectively and then send them for the psychometric test and practical scenarios which would help to identify the right talent who should be given the job of marketing manager for the company. It could be said that applying the multistage selection procedure will allow the organisation to assess different candidates and to get the best possible person for the role of marketing manager (Wallace et al., 2014).
Conclusion
Conclusion
The present strategies chosen for recruitment and selection will allow the organisation to tally its options effectively. Implementing internal recruitment strategy will help the organisation to assess its talent pool and applying the direct advertising approach will help to get diversified results which allows bigger scope to choose talents from. On the other hand applying the multistage approach is extremely important for the organisation as it largely helps to make sure that the talent hired is able to face different challenges or not which adds value to the organisation and makes sure the staffing need is properly addressed (Boselie, 2010).
References
Armstrong, M., & Taylor, S. (2014). Armstrong’s handbook of human resource management practice. Kogan Page Publishers.
Boella, M., & Goss-Turner, S. (2013). Human resource management in the hospitality industry: A guide to best practice. Routledge.
Boselie, P. (2010). Strategic human resource management: A balanced approach. Tata McGraw-Hill Education.
Bratton, J., & Gold, J. (2012). Human resource management: theory and practice. Palgrave Macmillan.
Collings, D. G., & Mellahi, K. (2009). Strategic talent management: A review and research agenda. Human resource management review, 19(4), 304-313.
Compton, R. L., Morrissey, W. J., Nankervis, A. R., & Morrissey, B. (2009). Effective recruitment and selection practices. CCH Australia Limited.
Fong, C. Y., Ooi, K. B., Tan, B. I., Lee, V. H., & Yee-Loong Chong, A. (2011). HRM practices and knowledge sharing: an empirical study. International Journal of Manpower, 32(5/6), 704-723.
Henry, O., & Temtime, Z. (2010). Recruitment and selection practices in SMEs: Empirical evidence from a developing country perspective. Advances in Management.
Iles, P., Chuai, X., & Preece, D. (2010). Talent management and HRM in multinational companies in Beijing: Definitions, differences and drivers. Journal of World Business, 45(2), 179-189.
Jose Chiappetta Jabbour, C. (2011). How green are HRM practices, organizational culture, learning and teamwork? A Brazilian study. Industrial and Commercial Training, 43(2), 98-105.
Karatepe, O. M., & Vatankhah, S. (2014). The effects of high-performance work practices on perceived organizational support and turnover intentions: Evidence from the airline industry. Journal of Human Resources in Hospitality & Tourism, 13(2), 103-119.
Kong, E., & Thomson, S. B. (2009). An intellectual capital perspective of human resource strategies and practices. Knowledge Management Research & Practice, 7(4), 356-364.
Kusluvan, S., Kusluvan, Z., Ilhan, I., & Buyruk, L. (2010). The human dimension: A review of human resources management issues in the tourism and hospitality industry. Cornell Hospitality Quarterly, 51(2), 171-214.
Lievens, F., & Chapman, D. (2010). Recruitment and selection. The SAGE handbook of human resource management, 135-154.
Meyskens, M., Von Glinow, M. A., Werther, Jr, W. B., & Clarke, L. (2009). The paradox of international talent: Alternative forms of international assignments. The International Journal of Human Resource Management, 20(6), 1439-1450.
Wallace, A. P. M., Lings, I., Cameron, R., & Sheldon, N. (2014). Attracting and retaining staff: the role of branding and industry image. In Workforce development (pp. 19-36). Springer Singapore.
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