Job Analysis Singapores Primary Civilian Airport

Question: Write an essay on Changi Airport Singapore. Answer: Introduction 1. Introduction of the Job Changi Airport is Singapores primary civilian airport and one of the Southeast Asias largest transportation hubs. For the fourth time, it earned the worlds best Airports award and is turns out to be one of the busiest airports by cargo traffic and international passenger traffic. Changi Airport Group operates the Changi Airport (Al-Fedaghi, 2014). It serves around hundred airlines flying to three-twenty cities of approximately eighty worldwide countries and territories. In every 90 seconds a flight land or depart from here, with fifty-four million passengers travelling through the Changi Airport. Changi Airport is known to be one of the busiest cargo airports it handles around 1.85 million tonnes of cargo yearly (Bok, 2014). 1.1 Future plans of Changi Airport Group in Singapore With the increasing number of passengers each year along with the cargo transportation, Changi Airport is planning to open a new terminal 4 in the year 2017and terminal 5 by mid-2020s. They are planned and built to handle around 50 million passengers approximately in a year. A multi-use structure Jewel Changi Airport is planned to be open in 2019 which will interconnect terminals 1, 2 3. With the increasing pressure of passengers and cargo, it is necessary for the Changi Airport to have an effective an efficient to handle the work pressure, only building the structure will not help the company to continue its progress (Eglmeier, 2015). Recruitment and Selection for Changi Airport Group 2. Job Design Job design is an important function of HR management of a company, and it specifies the contents, task, responsibilities and methods of job work need to be performed by an employee in most effective and efficient manner (Fernandes, Smith, Johnson, 2011). 2.1 Senior Legal Counsel-Full Time Specifications of the job: This position requires a high-calibre, versatile lawyer having strong values, and great attitude. He needs to be highly curious, a through thinker, and determined with strong legal understanding, to be a part of the corporate team of Changi Airport. He has to help the company in tackling multi-faceted issues, and in solving unique legal challenges in to order to support the ambitious developments and manifold business operation of the Changi Airport Group (Freeman, Surridge, Matthews, Stewart, Haygarth, 2015). Task Give timely and accurate counsel to management on various legal topics like labour law, corporate finances, international ventures, etc. Participate with management to prepare efficient defence strategies Negotiate and communicate with external parties creating relations of trust Draughting of contracts, agreements and other legal documents to secure the Changi Airport Groups full legal rights Need to maintain updated knowledge of changes in legislation (Jacobs, Bruder, Lobbecke, Szurawitzki, Sabin, 2005). Job requirements Need to be experienced as a legal counsel in the same field Should have excellent understanding and knowledge of corporate procedures and law Exhibited ability to draught legal proactive and defensive strategies Outstanding and effective communication skills (Jeske Shultz, 2015) 2.2 Manager, Corporate Strategy and Business Development Specifications of the job: Being a part of the Corporate Strategy and Business Development division, the candidate has to work to enhance the companys competitiveness compelling annual planning processes, and dealing with company-wide internal consulting projects or strategies and initiatives. Task Drive organisational programmes Work in charting and steering the future for CAG by working on strategic projects to support management Work out management strategies and consulting work Development of business models Evaluating business growth strategies (Kaur Shri, 2014) Job requirements Should have a good degree in business, statistics or engineering and minimum five years of work experience in the similar field Should be self-motivated with strong logical and analytical skills, can independently manage projects, by stakeholders Have an ability to think regarding roadmaps, frameworks, and match the speculations with practical circumstances Collaborate with teams to deliver the desired objectives (Kuang, 2009) 3. Recruitment The core function of HR management is the recruitment. It refers to the whole process of attracting, selecting, and appointing best candidates for jobs within a company. Finding a suitable candidate for the organisation is a task that requires patience and proper detailing. Management reaches high-quality talent through recruitment process only (Lee, Ng, Lv, Taezoo, 2014). 3.1 Social media- social media is now no more just social. Twitter, LinkedIn, Facebook, and other emerging platform are used to reach out to the passive job candidate. With the transparency factor that social media provides, employers can know about candidates like never before which gives a comprehensive picture of who is getting hired. Candidates are targeted through social media with specific skill in the relative amount of time, cost and effort invested by the management. Also, by posting information on social sites indirectly creates brand recognition (Manson Carr, 2011). Changi Airport can be found on Facebook and with about 1,192,345 likes and 34,944 followers. Twitter account of Changi Airport has more than 50 K followers, and LinkedIn has 34,819 followers and a page dedicated to a career where recently updated regarding job openings at Changi Airport Singapore are posted. A large amount of audience can be targeted through posting the job opening in these social sites, especially those who are interested in the brand and at the time candidates profiles can also be screened through on a primary basis. Changi Airport has its own webpage page dedicated to a career at Changi Airport (Meagher, 2015). 3.2 Recruitment Agencies- Recruitment Agencies are firms hired by the companies to find the appropriate candidate for them. They help in short listing the best candidates for the job. This is the best way to save valuable time of the company that may get wasted in going through all the candidates who may not be an appropriate candidate for the job. The only downside of this kind of recruitment method is the high fees they charge for their services. Mainly two kinds of recruitment agencies are their contingency firms and retained firms. Before extending the services of a recruitment, agency company should find out about their placement fee, placement success rates, billing process and procedure of short listing candidates that the agency follows (Schuster Ochieng, 2011). 3.4 Advertising in Newspaper- the most known and renowned source of advertising about a job opening is placing an advertisement in the newspaper. The reach of the newspaper is highest as compared to any other source of advertising media. By giving an advertisement in the newspaper, for example, required Senior Legal Counsel with at least five years of experience in the field. Job advertisement should be detailed and lucid enough to discourage unwanted respondents to come up for the job (Vathanophas, 2006).Top of Form Bottom of Form Top of Form Bottom of Form 4. Selection The process of recruiting the right candidate as per the persons qualifications to the current vacancy is known as strategic selection. It is an important part of the recruitment process because selecting the right candidate for the company will help in improving the output and performance of the company. In the whole selection procedure, there are three steps that would help the company to get the perfect person for the job, and they are screening, interview and selection test. The interview panel of Changi Airport will consist of the companys HR manager, current senior legal counsel, and senior corporate manager (Wyatt, 2011). 4.1 Screening/ Evaluation- the primary step of the selection procedure is to go through the resumes and application submitted by the aspiring candidates. Resumes that do not meet the required criteria will be immediately disqualified. Resumes and applicants who meet the requirements will be short listed for the next step that is job interview. The comments regarding the capabilities and experiences of the candidates will be mentioned by the HR department. These comments will help in the job interview to know about the candidate in a better way. Phone screening is also a process that can be followed to shortlist the aspiring candidates (Yaseen, 2016). **Refer to appendix for application form** 4.2 Employment Interview- a formal and detailed conversation between the hiring panel or a recruiter and the candidate is known as Interview. An interview can be conducted in three ways one to one, panel, or sequential interview. At Changi Airport Group a panel of people takes an interview of the aspiring candidate. The panel will make the decision by issues like interview format, candidates behaviour, creating and problem-solving thinking, and other details that are not mentioned in the job description (Al-Fedaghi, 2014). 4.3 Selection Tests- A selection test is a final tool that finalises the right candidate for the job. Selection tests conducted for deciding the candidate should be reliable, well draughted, standardised and according to the job profile. Candidates who pass the first two steps are called for the selection tests. These tests can be aptitude, problem analysis, lob knowledge, or personality test. For both the position of Senior Legal Counsel, and Manager, corporate strategy and business development such test are very important. For example, problem analysis test can determine the legal knowledge of the legal counsel (Bok, 2014). Conclusion A talented and efficient employee is a necessity for every company to run its operations smoothly and perfectly. And in search of such talented employees company has to follow a whole process of recruitment, selection, and implementation. For Changi Airport Group their employees are very important as they are needed to maintain the position of the Best Airport in the world and for that, a proper planning and strategy is required to hire the best candidate for the job (Kuang, 2009). References Al-Fedaghi, S. (2014). System for a Passenger-Friendly Airport: An Alternative Approach to High-Level Requirements Specification. Bok, R. (2014). Airports on the move? The policy mobilities of Singapore Changi Airport at home and abroad. Eglmeier, W. (2015). Is social media suitable for patient recruitment?.Clinical Investigation,5(6), 573-583. Fernandes, A., Smith, P., Johnson, D. (2011). Collaborative Airport Traffic System (CATS) to Evaluate Design Requirements for an Airport Surface Departure Management System. Freeman, A., Surridge, B., Matthews, M., Stewart, M., Haygarth, P. (2015). Understanding and managing de-icer contamination of airport surface waters: A synthesis and future perspectives.Environmental Technology Innovation,3, 46-62. Jacobs, M., Bruder, O., Lobbecke, G., Szurawitzki, G., Sabin, G. (2005). 1487 The Leader of a Cardiac Cathlab as "Manager". Jeske, D. Shultz, K. (2015). Using social media content for screening in recruitment and selection: pros and cons.