PDP Course Objectives - Human Resources

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The following objectives were adopted in March 2010.

Management issues related to staffing, training, performance, compensation, human factors considerations and compliance with human resource requirements.

Human Resources Ob jective 1 (HR1)

Determine the level of staffing needed for the aviation department.

Knowledge of:

  • HR1-Ka – Future workload activity within the department
  • HR1-Kb – Workload assessments
  • HR1-Kc – Acceptable working levels
  • HR1-Kd – Company personnel policies
  • HR1-Ke – Industry standards and practices
  • HR1-Kf – Staffing options for resource allocation, to insure fairness and equitability in work/duty assignments, to make effective use of personnel and to assure adequate rest periods
  • HR1-Kg – Techniques for employing efficient time management
  • HR1-Kh – Complexities and interrelations involved with crew scheduling for flexibility, morale and maximum crew utilization.
  • HR1-Ki – Applicable regulations (e.g., FAA, DOL)

Skill in:

  • HR1-Sa – Measuring current staffing level against demand
  • HR1-Sb – Assessing current and future staff workload
  • HR1-Sc – Monitoring hours/days worked each month

Human Resources Ob jective 2 (HR2)

Develop knowledge and understanding of job related training for all personnel within the aviation department to ensure competence in each prescribed discipline.

Knowledge of:

  • HR 2-Ka – Internal and external training programs
  • HR2-Kb – Training programs specific to the employee’s role
  • HR2-Kc – Sources of information concerning the quality of available training programs
  • HR2-Kd – Strategies for measuring the effectiveness of training
  • HR2-Ke – Training requirements for all staff including pay standards, working environment requirements and applicable regulations
  • HR2-Kf – Applicable regulatory issues

Skill in:

  • HR2-Sa – Coordinating employee training
  • HR2-Sb – Identifying quality vendors
  • HR2-Sc – Assessing the effectiveness of training

Human Resources Ob jective 3 (HR3)

Promote personal and professional growth through training and education by providing opportunities, financial support and scheduling flexibility for career development.

Knowledge of:

  • HR3-Ka – Techniques for ensuring aviation department employee satisfaction with training opportunities, career progression, salary, benefits and record keeping
  • HR3-Kb – Individual employee needs for education and/or training
  • HR3-Kc – Available types of education and/or training
  • HR3-Kd – Company policy
  • HR3-Ke – Budgetary limitations
  • HR3-Kf – Program evaluation techniques

Skill in:

  • HR3-Sa – Determining available and appropriate training programs
  • HR3-Sb – Evaluating what type of programs to support
  • HR3-Sc – Developing a budget for the training needs of the department
  • HR3-Sd – Motivating personnel for career advancement

Human Resources Ob jective 4 (HR4)

Prepare to fill key positions by identifying internal or external candidates and provide the necessary training and growth.

Knowledge of:

  • HR4-Ka – Benefits of advance planning and strategies for forecasting staffing needs
  • HR4-Kb – How to effectively recruit in the job market using various tools
  • HR4-Kc – Company external hiring practices
  • HR4-Kd – Background checks
  • HR4-Ke – Interview process restrictions
  • HR4-Kf – New employee indoctrination programs
  • HR4-Kg – Strategies for setting career goals
  • HR4-Kh – Orderly staffing transitions and minimal operational disruptions
  • HR4-Ki – Necessary training and available growth opportunities
  • HR4-Kj – Identifying gaps in training and skill sets
  • HR4-Kk – Promotion and succession planning

Skill in:

  • HR4-Sa – Identifying the key positions within the aviation department
  • HR4-Sb – Monitoring the progress of the key individuals
  • HR4-Sc – Forecasting needs
  • HR4-Sd – Accessing job market information
  • HR4-Se – Screening and interviewing techniques
  • HR4-Sf – Developing a plan for promotion and succession

Human Resources Ob jective 5 (HR5)

Maximize employee performance by aligning individual and company goals.

Knowledge of:

  • HR5-Ka – Value of various performance evaluation processes.
  • HR5-Kb – Strategies for summarizing past performance
  • HR5-Kc – Strategies for setting appropriate goals
  • HR5-Kd – Performance evaluation techniques
  • HR5-Ke – Techniques used for personal and group counseling sessions
  • HR5-Kf – Effective performance reviews for individuals and groups
  • HR5-Kg – Effective interpersonal skills and conflict resolution techniques

Skill in:

  • HR5-Sa – Communicating goals to employees
  • HR5-Sb – Developing an employee performance guide
  • HR5-Sc – Counseling personnel in individual and group sessions
  • HR5-Sd – Conducting effective performance reviews

Human Resources Ob jective 6 (HR6)

Evaluate compensation levels in the aviation department using accepted tools to attract and retain employees.

Knowledge of:

  • HR6-Ka – Compensation (wages and benefits) norms of the industry
  • HR6-Kb – Methods of compensation
  • HR6-Kc – Company policy
  • HR6-Kd – Applicable regulations (e.g., DOL, IRS, exempt, nonexempt and contract employees)

Skill in:

  • HR6-Sa – Budgeting
  • HR6-Sb – Interpreting benchmark studies and regulations
  • HR6-Sc – Evaluating and selecting compensations levels

Human Resources Ob jective 7 (HR7)

Develop the ability to respond to employee performance by rewarding or disciplining as appropriate.

Knowledge of:

  • HR7-Ka – Employee reward programs
  • HR7-Kb – Acceptable performance levels
  • HR7-Kc – Motivational theories that work for your employees
  • HR7-Kd – Principles of fairness
  • HR7-Ke – Discipline and termination procedures
  • HR7-Kf – Performance evaluation techniques
  • HR7-Kg – Proper establishment and purpose of an aviation department appeal process

Skill in:

  • HR7-Sa – Obtaining company acceptance of reward programs
  • HR7-Sb – Counseling
  • HR7-Sd – Maintaining objectivity and equity
  • HR7-Se – Techniques for motivating and empowering aviation department personnel

Human Resources Ob jective 8 (HR8)

Ensure compliance with human resource regulatory requirements and company policies.

Knowledge of:

  • HR8-Ka – Documentation systems
  • HR8-Kb – Records retention guidelines
  • HR8-Kc – Company Policies
  • HR8-Kd – Personnel policies that meet OSHA, EEOC, federal, state and local laws
  • HR8-Ke – Aviation regulation requirements (e.g., DOT, EPA, DHS, federal, state and local)
  • HR8-Kf – Regulatory issues
  • HR8-Kg – Pending and/or proposed regulations
  • HR8-Kh – Resources for guidance (e.g., HR, law)
  • HR8-Ki – Human resources issues
  • HR8-Kj – Principles of human resources including equal employment opportunities, salary administration and job descriptions
  • HR8-Kk – Industry-accepted practices regarding time-off and retirement issues
  • HR8-Kl – Responsibilities of employers/employees regarding discrimination
  • HR8-Km – Procedures for addressing substance abuse
  • HR8-Kn – Procedures for legally interviewing potential employees

Skill in:

  • HR8-Sa – Applying regulations
  • HR8-Sb – Maintaining currency on regulations
  • HR8-Sc – Maintaining a compliance program
  • HR8-Sd – Organizing records
  • HR8-Se – Recognizing the needs for guidance on applying policies and regulations
  • HR8-Sf – Techniques and procedures for legally interviewing potential employees

Human Resources Ob jective 9 (HR9)

Recognize and understand how human performance is influenced by human factors in all work environments.

Knowledge of:

  • HR9-Ka – Recognizing and defining circumstances, conditions and behaviors that impact safe operations
  • HR9-Kb – Fatigue countermeasures
  • HR9-Kc – Stress mitigation and countermeasures
  • HR9-Kd – Human error countermeasures
  • HR9-Ke – Circadian rhythm
  • HR9-Kf – How norms are created and maintained and how change is made within an organization

Skill in:

  • HR9-Sa – Recognizing signs of degraded human performance
  • HR9-Sb – Identifying causes of degradation
  • HR9-Sc – Identifying signs of individual stress
  • HR9-Sd – Identifying work environments conducive to human errors.
  • HR9-Se – Creating an environment that reduces fatigue, workload and stress by developing documented policies and procedures
  • HR9-Sf – Ensuring correlation between synthetic training and the operational environment