Strategic Human Resource Management in Singapore Aviation Sector

Running head: STRATEGIC HUMAN RESOURCE MANAGEMENT
STRATEGIC HUMAN RESOURCE MANAGEMENT
Name of the Student:
Name of the University:
Author note:

1
STRATEGIC HUMAN RESOURCE MANAGEMENT
Abstract
Organizational performance and growth is getting increasingly important specifically in the
business domain with elevating rate of competition and dynamism. Globalized organizational
performance and progress is fundamentally being evaluated through various indicators which
tend to ensure the level of stability of the organization in order to attain competitive advantages
in the globalized market sphere. Certain factors related to employee motivation, recruitment and
selection process acts as efficient indicators for sustaining the growth and position of the
organization. The aim of the following paper is focused on factors related to the recruitment,
selection process which creates impact on the strategic management of human resource of human
resource in attaining significant organizational growth and performance and the way factors like
absenteeism, employee orientation tend to affect the rate of employee engagement within an
organization.

2
STRATEGIC HUMAN RESOURCE MANAGEMENT
Introduction
Employee performance is regarded as immensely critical for all business enterprises in
both developed and developing economies. Organizations in aviation industry in the past
primarily focused on productions as well as sales, however because of dynamism and immense
rate of competition in the aviation sector, firms in the 21st century are looking forward in order to
sustain a competitive advantageous position by efficiently combating the challenges of
developing as well as enhancing qualities of service delivery, production and efficiency (Barnes
et al., 2015). The purpose of the following paper is to explicitly evaluate the way recruitment,
selection and motivation creates impact on the performance of the organizations operating in the
Singapore aviation sector by highlighting factors which have the propensity to affect the level of
employee satisfaction and might cause hindrance in the industrial growth.
Discussion
Recruitment and Selection Methods in Singapore Aviation Sector
Sources of recruitment are identified to be either internal or external and by this means
which specific source the organization will purpose to utilize is highly dependable on the needs
and demands of the human resource management of the organization as all the sources comprise
its own merits as well as demerits (Breevaart et al., 2014). It has been noted that firms in the
Singapore aviation sector aims to employ internal candidates through job posting, reemploying
former employees as well as succession development along with other means of off shoring or
outsourcing and on demand for recruiting agencies (Faragher, Cass & Cooper, 2013). Several
studies on exceptional aviation organizations of the Singapore aviation sector provide highly

3
STRATEGIC HUMAN RESOURCE MANAGEMENT
comprehensive insights into the effect of recruitment and selection practices (Juhdi, Pa'wan &
Hansaram, 2013). It has been noted that the recruiting and hiring policies and directives of
aviation firms of Singapore for frontline roles and positions is to recruit primarily by successfully
evaluating and examining the analytical skills and attitude of the candidates. Several firms of the
Singapore aviation sector primarily focus on candidates, who exhibit a high tendency to
demonstrate excellent analytical skills, disposition along with striking behavioural patterns in
order to fit into the cultural patterns of the nation (Mishra, Boynton & Mishra, 2014). The
primary role as well as responsibility of the recruiter in this sector is to ensure appropriate
cultural fit and competency. Reports reveal companies namely Association of Aerospace
Industries and Singapore Aerospace Manufacturing Pte Ltd have developed the understanding of
the vitality of recruiting candidates on the basis of flexibility that is identified as the core factor
in its considerable-cost operating success (Shahid & Azhar, 2013). It has been observed that
Association of Aerospace Industries has been successful in achieving high level of growth as
well as lower rate of incremental employee expenditures in comparison to several established
global airlines and cargo carriers, and Boeing at a greater degree due to the practice of
scheduling, arranging as well as high level of productivity of its employees. One of the primary
reasons for this aspect of flexibility is recognized to be the form of organizational practices of
recruiting young applicants who reveal greater degree of inclination to be engaged in the aviation
sector (Braun et al., 2013).
Encouraging & Employee-friendly Recruitment and Selection Policy
The Singapore Aviation Sector has been identified to be employing highly proficient
employees through process of extensive interview by HR heads as well as pilots of various
aviation sectors as the recruitment procedure has anticipate to be impacted by various critical