TRAINAIR PLUS PROGRAMME AND HUMAN RESOURCES CHALLENGES… · TRAINAIR PLUS PROGRAMME AND HUMAN...

TRAINAIR PLUS PROGRAMME AND HUMAN RESOURCES CHALLENGES: AN OVERVIEW

Regional Symposium on the Next Generation of Aviation Professionals (NGAP) and TRAINAIR PLUS

by

Capt. Chinyere O. Kalu (MFR) Rector/CEO, Nigerian College of Aviation Technology, Zaria, Nigeria

South-Africa, 2013

Presentation Outline

TRAINAIR PLUS and On the Job Training (OJT) Competency – Based – Methodology TRAINAIR PLUS and HR Challenges Remedies to HR Challenges Conclusions

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© Capt. Chinyere O. Kalu, Nigerian College of Aviation Technology, Zaria, Nigeria

PREAMBLE

“It is easier to do a job right than to explain why you didn’t”

“For now, I just want things all safe and familiar. My life may not be perfect, but it is what I have known”

Ann M. Martin

Martin Van Buren

TRAINAIR PLUS programme (TPP) is a key element in ICAO strategy’s to achieve this goal

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COMPETENCY

SAFETY

TRAINAIR PLUS and On the Job Training (OJT)

It is a one – on – one training located at the job site, where someone who knows how to do a task shows another how to perform it

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What’s OJT?


Merits Easiest to arrange and manage It can be highly realistic It is often inexpensive

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Demerits Conducted by technical specialists

rather than by training specialists Time consuming Costly due to low trainee to

instructor ratio


Availability of highly qualified and required human resources

Access to quality aviation training

Availability of human resource data to support training needs and capacities

Enabling and supporting the use of a competency-based approach in developing training; and

Promoting best practice methods and standards to demonstrate compliance with regulatory requirements, Standards and Recommended Practices (SARPs) and national regulations.

Effective human resources management (recruitment, selection, promotion, career and performance management etc.)

Factors affecting OJT Performance Improvement and Productivity Contribution

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The Good News

TRAINAIR PLUS

TDCs

STPs

TPeMS CBM

ICAO

Highly qualified human resources

Quality aviation training

Human resource data to support training needs

Regulatory requirements

STPs are developed Using CBM

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The Bad News The psychological contract between an employee and

an employer for an effective OJT programme within aviation industry is not just limited to STPs and access to STPs via sharing mechanisms, which TPP is based on.

Other HR issues such as: recruitment, selection, career

and performance management, promotion, placement, remuneration etc., needs to be considered for an effective OJT programme.



TRAINAIR PLUS and On the Job Training (OJT) Competency – Based Methodology TRAINAIR PLUS and HR Challenges Remedies to HR Challenges Conclusions

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Competency – Based Methodology (CBM)

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Basis of CBM Development (Mainly Human Resources Issues) Examples: Our training and development do not address the needs

of our organisation! Recruitment and selection does not provide us with

competent people! The job I am doing is not what I was recruited for! We do not know what is expected of us! I think I am doing the right thing, but no one knows what

should be done! My evaluation criteria is different from my job functions!


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HR functions

Recruitment and selection

Placement

Development and training

Performance management

Career management

Remuneration

Promotion No single methodology has been developed to address the integration of all these HR functions within an organization



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CBM is therefore a methodology which provides a framework for the integration of all HR issues/functions within an organisation (e.g. CATC)

TRAINAIR PLUS therefore promotes the implementation of CBM for civil

aviation Standardized Training Packages (STPs) development in accordance

with TRAINAIR PLUS Training Development Guidelines (TDG) (DOC 9941)



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CBM Application: STPs Development TRAINAIR PLUS TDG describes in

details methodology to develop STPs. TRAINAIR PLUS STP preparation methodology is based on a systematic approach which consist of three principal stages:

Analysis Design and production Evaluation

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CBM Implementation Challenges within Aviation Industry Diversity in CBM perception among aviation staff. Change management method in CBM introduction Inaccurate design and lack of staff ownership The overall cost of implementing CBM training programme is

usually very high Insufficient number of skilled personnel at the courses

development centre or location Lack of specialized practical exercises at the CATC Discouraging top management or line managers

behaviour/attitude

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Solutions to CBM Implementation Challenges within Aviation Industry

For CBM to be effective within the aviation industry it must be: representative of skills, knowledge, attitude and behaviour easy to use and communicate co-designed and owned by the people who use it flexible to modifications to include upgrades possess transparent assessment processes designed to reflect the overall ICAO strategy (TRAINAIR PLUS

programme) that is, general safety of air transportation and training of aviation professionals using standardized materials and techniques.




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TRAINAIR PLUS and Human Resources Challenges

Invest in leadership development Create a culture of collaboration Develop communication skills Drive and sustain real accountability Be human and reward emotional intelligence Advocate for employees interest Address work stresses and strains associated

with changing context of work

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Remedies to HR Challenges

Invest in leadership development HR needs to encourage their organization (CATC) for

trained professionals leadership training involving exposing their best employees to an immersive leadership environment e.g Harvard, MIT Education program.

Note: Your people will recognise the investment in them and

both parties will reap the reward

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Create a culture of collaboration HR are at their best when the CATC culture demands

collaboration. Rewarding individual success is necessary but not sufficient.

Note: Only in a culture of collaboration will CATC have skillful

professionals working together to bring up other employees and improve On Job Training (OJT)

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Develop communication skills We expect our leaders to be good communicators but too

often it’s not the case. HR must set bar high for communication skills, give people training where they come up short and correct style mis-matches before harm is done

Note: Good communicators build team and trust, poor

communicators create and feed uncertainity

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Drive and sustain real accountability HR must be accountable. Note: HR must own the problem they need to solve and own

their failures to be credible when claiming success

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Be human and reward emotional intelligence As TRAINAIR PLUS strives to develop emerging quality

and competent aviation professionals, HR must stay focused on helping new professionals hone their emotional intelligence

Note: This is crucial!

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Advocate for employees interest HR people must act now to advocate for employees

of all levels Note: Our employees need our support to fight against

uncertainty about retirement, quality education assistance etc.

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Remedies to HR Challenges 25

Address work stresses and strains associated with changing context of work

HR must develop strategies to combat work stress. Such strategies may include among others access to pay as you go Employee Assistance Programme (EAP), stress management, employee development and support, etc.




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Conclusion

TRAINAIR PLUS implementation will with no doubt improve and positively contribute to OJT programme. However, the effectiveness of an OJT is also dependent on the psychological contract between the employer (e.g. CATC) and the employee.

Factors such as promotion, placement, remuneration, performance and career management also play key role to productivity improvement of an OJT programme.

The effective implementation of CBM using ICAO DOC 9941 for the development of aviation training programme will depend greatly on skills, knowledge, attitude, behaviour; easy CBM use and communication, flexibility and assessment transparency; and ability of the training programme to reflect the objectives of the course.

Although the benefits of TRAINAIR PLUS programme can’t be over emphasized, HR needs to invest on leadership development, encourage team work and high communication skill, reward emotional intelligence and address work place diversities (stress, strain, time management etc.) for the programme to fully realize it objectives.

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Conclusion 28


Appreciation 29


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