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On Airline Maintenance - Essay Example

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Running head: Airline Maintenance Insert Name Insert Insert 12th.July 2011 Outline: How can an Engineering Airline Maintenance Organisation identify existing or new staff to take on managerial responsibilities? Include in your discussions the merits of internal allocation of responsibilities as against recruitment of new staff into managerial positions…
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Essay on Airline Maintenance
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"On Airline Maintenance"

Download file to see previous pages However, for airlines to operate effectively, they must have to maintain their planes, which are the key to their returns. Therefore, there is need for an airline maintenance organization contracted by an airline. The airline entrusts the maintenance organization with the responsibility of ensuring the aircrafts are worthy of operating. According to Hines (2003), the maintenance organizations are required to assess the competence and qualification of aircraft maintenance employees and the results can either confirm the need for training or not. Nevertheless, when the organization is seeking for an employee, who will match the managerial responsibilities, it can choose to either recruit internally or externally from a pool of candidates. When an organization decides to recruit externally, there are a number of steps involved. According to Roberts (1997 p3), the main purpose of selecting candidates, is to match them with the organization’s responsibilities, hence consideration of competence of the candidates is important. The first step in attracting candidates for particular position is through advertising, whereby, an organization can choose from a variety, newspapers, internet, or posters among others. The interested candidates respond via curriculum vitae or application letters. The organization then proceeds to sort the quality qualified CVs from the low quality ones and shortlist the qualified candidates. The qualified candidates are then invited for the interview, at a certain date, time, and venue. During the interviews, the employees are expected to answer the question confidently and correctly; the interviews determine the capability of a candidate to take up the required roles. According to Holbeche (2009 pp 175), after the interview are conducted, feedback should be given to the unsuccessful and successful candidates. It is important to recruit new talent in to the organization, as they contribute towards new ideas; however, the skills and experience have to fit to the assigned role. In this case, of the managerial responsibility, experience is necessary in this position. After the organization has recruited the preferred manager, it is its duty to retain him, through motivation (Holbeche, 2009 p 181). The new employees have to also undergo induction and training process to fit in the organization, hence ensuring effectiveness in their new role. However, the external recruitment is considered very expensive as compared to internal recruitment (Great Britain, 2005 p4). External recruitment is associated with the advantage of acquiring high skilled employees, hence contributing to new ideas in the company. Internal recruitment involves existing employees who apply for a vacant position internally; the organization can inform the employees on the positions available via, newsletters or through the internet (Schermerhorn, 2010 p 293). According to Dzibiri (2009 p 115), when recruiting is internal, there is low rate of turnover, while job satisfaction increases. Internal candidates can be well evaluated, as they have worked for the organization for some time. In addition, employees have a sense job security and the organization provide for them an opportunity for advancing. Internal recruitment is also cheap and job positions are quickly filled as compared to ...Download file to see next pagesRead More
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