02 Sep Ann Harris (Week 2)
control, operation monitoring, geography, problem sensitivity, flight control software, customer and personnel services, and interpersonal communication skills among many others. Due to the extent of skills and competencies required from a commercial pilot, the most effective job analysis method entails use of a questionnaire. As the name suggests, it entails presenting employees with questionnaires that need to be filled out. It is one of the most common methods for job analysis mainly because it is inexpensive and easy to distribute.
When analyzing the performance of a commercial pilot, there are various areas that need to be evaluated. To ensure that all areas have been fully captured, an evaluator can design a questionnaire with open-ended questions, multiple choices, and checklists among others. All elements included in the questionnaire should enable examination of key areas in a manner that is quantifiable. Essentially, the questionnaire should be done in a manner that is able to establish weaknesses and areas that need improvement.
The use of a questionnaire is better than other methods such as interviews. The former is fast and convenient especially in the aviation industry where time is not always available. Additionally, when using a questionnaire, it is easy to keep records of the employees’ progress hence an evaluator can ascertain whether an employee is improving through addressing personal weaknesses (Patel, Patel & Patel, 2012). However, it is imperative to note the use of a questionnaire does not allow direct examination of some skills and competencies such as interpersonal communication and quick decision-making.
Tests When Hiring Commercial Pilots
There are several tests that will be undertaken when hiring a commercial pilot. First, an aptitude test will be taken in a bid to examine an applicant’s knowledge about a particular topic such as flight control software or geography among others. This will be structured as an interview, where the applicant will be expected to respond to various questions. The aptitude tests will be followed by an intelligence test which will aim at measuring an applicant’s intelligence. The test will aim at measuring how the applicant understands the world around them especially in regard to flights.
Additionally, a personality test will be conducted with an aim of evaluating the personality traits and attitudes of the applicants. It is a test that enables an evaluator to learn about how an applicant perceives various issues that might have an influence on how they meet their performance goals. Specifically, a Minnesota Multiphasic Personality Inventory (MMPI) that comprises of yes or no questions can be used. After completion, an evaluator will be able to learn about an applicant’s personality (Hülsheger, & Anderson, 2009). Further, an occupational test can be conducted in order to match the interests of an applicant with various opportunities in the aviation field. Also, it is imperative for an employer to learn about the interests of an employee to provide an environment that meets their interests (Hülsheger, & Anderson, 2009). Finally, a neuropsychological test will be given in order to measure the cognitive functioning of an applicant. For instance, it will help test how an applicant may respond to certain pressured situations during a flight. A flight simulation may be used for this purpose.
Legal and Ethical Concerns That Need to be Considered when Hiring Commercial Pilots
Hiring and selection is guided by employment laws meaning that an employer should not violate them. For instance, when hiring, an applicant should not be discriminated against based on their race, gender, origin, age, and religion among others. All candidates should be treated fairly and should not be exposed to any form of discrimination as that may call for litigation which will eventually lead to negative impacts on the organization. It is an organization’s ethical responsibility to ensure that during hiring, all applicants are treated equally and fairly. More so, an organization needs to ensure that all legal and ethical principles are complied with.
On the other hand, it is imperative for an organization to ensure that conditions are enabling for all applicants. For instance, it can ensure that the interview venue can comfortably accommodate even individuals that might have some physical disabilities. Doing so ensures that all applicants are treated fairly, regardless of their physical disabilities. Further, the hiring process need to ensure that the best applicants have been hired. A commercial pilot is mandated with responsibilities that encompass ensuring the safety of humans. Because of this, applicants should not be hired on grounds such as favoritism which may lead to hiring of incompetent individuals hence putting the lives of passengers at risk. Essentially, the hiring and selection process should focus on complying with the law and hiring the best suited candidates. Doing so will ensure that all ethical and legal principles have been complied with hence avoiding harms that may occur if they are violated.
Performance Appraisal Methods
When evaluating the performance of a commercial pilot, there are several methods that can be used. First, a 360 Degree feedback can be used. In this method, feedbacks are collected from individuals that continually and frequently interact with the individual (Attorney, 2007). A commercial pilot interacts with various groups of people who can offer helpful insights regarding his or her performance on multiple areas such as communication, interpersonal relations, and attitude among others. The critical incident method can also be applied. It entails a situation where an evaluator gauges an employee based on a recent critical incident. The employee can be rated based on how he or she responded to the incident (Attorney, 2007). A commercial pilot is likely to meet critical incidents during a flight hence an evaluator can refer to the most recent event or events in this method.
Additionally, an evaluator can utilize the management by objective method, where an employee is assigned a major area of responsibility and is required to meet certain objectives within a specific period of time (Attorney, 2007). After the specified time has elapsed, the employee’s contribution can be measured and quantified. This method can be applied when analyzing the performance of a commercial pilot especially in an area where he or she is expected to improve on within a certain period of time. The three methods are applicable when measuring the performance of a commercial pilot. The job position entails a myriad of skills and competencies hence performance should be evaluated using methods that allow contribution by other parties such as colleagues. Other methods that may be used should be able to evaluate whether a pilot improves on a certain area through assigning them a specific responsibility.
References
Attorney, A. D. (2007). The Performance Appraisal Handbook (2nd ed.). New York, NY: NOLO.
Hülsheger, U. R., & Anderson, N. (2009). Applicant Perspectives in Selection: Going beyond preference reactions. International Journal of Selection and Assessment 17(4), 41-79.
Patel, H. K., Patel, N. M., & Patel, M. C. (2012). Recruitment and Selection. Stanford, CA: LAP LAMBERT Academic Publishing.
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