Strategic Approach to Performance Management free essay sample

Through this new program, every Flight Centre store will be working in a same method and each store is independent from other. This analysis analyses the strategic recruitment and selection process and performance management practices at Flight Centre and how these practices evolved as tools to achieve the business objectives of Flight Centre. Due to limitations in word count (4000) and constraints of submitting the work in limited period of time, the analysis is carried out in a concise manner covering only key areas of recruitment and selection and performance management. Strategic recruitment and selectionRecruitment and selection are processes done simultaneously and first one precedes other in action. Both processes are vital components as far as HR is concerned. Even though both of these processes are done simultaneously, each requires separate range of skills and expertise. Recruitment does the ground work in the selection process by screening the applications and providing a pool of perspective applicants for selectors to choose from that. Recruitment and selection aims to obtain the number of quality of employees to meet the human resource needs of the organisation at least cost.According to Foot and Hook (2008), recruitment is: †¢All activities directed towards locating potential employees †¢Attracting application from suitable candidates From this, it can be ascertained that recruitment aims to obtain suitable candidates for the available job openings by using and demonstrating a fair process and also to ensure that all these activities contributes to the organisational goals in an efficient and effective manner. Armstrong (2007:409) has identified three stages for recruitment and selection. They are: 1. Defining requirements 2. Attracting candidates 3. Selecting candidates Defining requirements Human resource plan of the organisation will be having the number of people required by the organisation. A basic draft can be prepared from this. This can be analysed by the help of seven-point plan developed by Rodger (1952) and the fivefold grading system by Munro Fraser (1954). Both of these systems provide a framework for the interview process. Competency based approach gives a better framework for interviews. Competency Based approach Competencies defined by the role offered draws the frame work of the selection in competency based approach.So this is person based than job based (Taylor, 2002). It gives more importance to people and their attributes so to get effective and superior performance from them than analysis of the job and its attributes. Advantages of Competency Based approach Wood and Payne (1998) have identified the following as the advantages of competency based approach: †¢Accuracy of predictions about suitability are increased †¢A closer match between the person’s attributes and the demands of the job is facilitated †¢It prevents interviewer’s coming up with false judgments †¢It underpins whole range of recruitment techniques.Eg: application forms, interviews, tests and assessment centers. Each and every job inside Flight Centre and their requirements are well defined. Much emphasis is given to competency and personal attributes of the candidate than that of academic qualifications. Recruitment of candidates is done on the basis of their passion towards the job and also experience in travelling. Less importance is given to i ndustry experience. This difference in the selection criteria makes Flight centre staff different from its competitors and is able to deliver expert advice to its customers.This differentiation brings customer back again to Flight centre store and hence helps to retain the business. Job requirements are ascertained by the following processes †¢Job analysis †¢Person specification †¢Competency framework Job analysis: The process of gathering relevant data about an existing job, which are all activities performed and what are all the skills required to perform it is job analysis ( Foot and Hook, 2008). These data which are collected are then structured to create job descriptions and person specifications or a job profile related to the competency frame work.At Flight Centre, documentation of new posts completely relies on managerial knowledge and judgment. But standardization of operations globally and chances for doing experiments has made it to more standardized approach. Person specific ation: Person specification outlines the skill and qualities a person should need in order to perform a task. This is a risky task as it requires a fair amount of judgment on what level of skill is necessary for a particular task or job. And the details provided in the requirements should be the minimum which job requires so as performing it well.Flight centre expects that staff will improve his/her performance during the course of the work. The job requirement of Flight Centre covers sales and management skills and also gives focus for having interpersonal skills and working part of a team. Competency framework: Foot and Hook (2008) identifies competency framework as work related behaviours that have been identified as necessary for successful performance at work. Flight centre’s competency framework includes communicational skills, analytical skills, team player, leadership capabilities and ability to plan work.Attitude and passion which the candidate can bring to the firm has given more importance during recruitment and selection than a candidate who need a job. Attracting Candidates Attracting candidates includes identifying, evaluating and using the most appropriate sources of applicants. This has certain difficulties in attracting perspective candidates. This issue is covered by identifying and advertising the factors of the firm which attracts candidates and also reducing the factors which repels candidates from applying for a job. This also helps to define the strengths and weaknesses of the organisation as an employer.