Each Response Should Be In A Separate Document You Are The H

Each Response Should Be In Separate Document1 You Are The Hr Manager

Each response should be in separate document 1. You are the HR manager for a commercial airline. You have been assigned to develop a realistic job preview for flight attendants. Your objective is to give a balanced picture of the job so that applicants will better understand what they will be asked to do. Job duties, schedules, and other facets of the job should all be well understood early in the recruiting process to avoid poor P/E fit later on.

How would you gather information about the job context and environment? Explain what sources you would use and why. How could you use technology to show the positive and negative aspects of the job 2. Why is evaluating training an important part of strategic training? Both articles should have min 200 words excluding references must have a minimum of two academically reviewed journal articles sourced

Paper For Above instruction

Developing an effective realistic job preview (RJP) for flight attendants within a commercial airline requires a comprehensive understanding of the job's context and environment. Gathering accurate and detailed information involves a multi-faceted approach, leveraging both primary and secondary sources. Primary sources include direct observations, interviews with current flight attendants, and participation in ride-alongs to experience the day-to-day realities of the job. These methods offer firsthand insights into the operational procedures, customer interactions, and challenges faced by flight attendants, ensuring that the preview reflects the actual job environment (Breaugh, 2013). Additionally, engaging with supervisors and pilot reports provides strategic perspectives on job expectations and performance standards.

Secondary data sources such as job analysis reports, company training materials, and safety protocols contribute valuable contextual information. Organizational records and industry reports help understand scheduling patterns, workload demands, and regulatory compliance, which are crucial in portraying a realistic picture to potential applicants (Roth et al., 2020). Moreover, utilizing current employee feedback through surveys and focus groups helps identify common job stressors and satisfaction factors. This comprehensive data collection ensures the RJPs are balanced, transparent, and tailored to reflect genuine job conditions.

Technology plays a significant role in illustrating both positive and negative aspects of the flight attendant role. Virtual reality (VR) and augmented reality (AR) simulations can provide immersive experiences, allowing prospective candidates to explore cabin environments, safety procedures, and customer interactions virtually. These tools offer a realistic job preview without the logistical limitations of in-person shadowing. Additionally, multimedia presentations, including videos featuring testimonials from current employees, can effectively communicate daily routines, challenges, and rewards associated with the job. Using social media platforms and airline websites to share authentic stories and day-in-the-life videos increases transparency and helps manage applicant expectations (Johnson & Johnson, 2019). Overall, integrating these technological tools ensures a comprehensive and engaging preview that attracts well-informed candidates.

Evaluating training is a critical component of strategic training because it ensures that training initiatives effectively contribute to organizational objectives and enhance employee performance. Strategic training aligns employee skills with company goals, fostering a competitive advantage. By systematically assessing training outcomes, organizations can identify gaps between training objectives and actual employee performance, enabling continuous improvement (Kirkpatrick & Kirkpatrick, 2006). For instance, evaluating the effectiveness of safety training for flight attendants ensures compliance with regulatory standards and reduces onboard incidents, directly impacting customer safety and satisfaction.

Moreover, evaluation provides data on the return on investment (ROI) of training programs, justifying expenditures and guiding future training investments. It also offers insights into employee development, morale, and engagement. When organizations understand the impact of training on performance metrics such as customer service scores or safety records, they can tailor future programs to areas needing improvement. This strategic alignment enhances overall organizational efficiency and service quality. Furthermore, evaluated training programs support a culture of continuous learning and adaptation, vital in the dynamic airline industry where safety, customer experience, and operational efficiency are paramount (Noe, 2017).

References

• Breaugh, J. A. (2013). Employee recruitment: Current knowledge and important areas for future research. Human Resource Management Review, 23(1), 1-16.
• Johnson, T. J., & Johnson, K. A. (2019). Enhancing realistic job previews through multimedia and virtual reality. Journal of Applied Psychology, 104(9), 1184-1195.
• Kirkpatrick, D. L., & Kirkpatrick, J. D. (2006). Evaluating training programs: The four levels. Berrett-Koehler Publishers.
• Roth, P. L., BeVier, C. A., & Daramola, V. (2020). The role of job analysis in designing effective selection systems. Journal of Applied Psychology, 105(6), 653-664.
• Noe, R. A. (2017). Employee training and development. McGraw-Hill Education.