MODULE 1 

• An overview of airport business strategy in a changing world.
• Approaches to HRM: role of line and HR.
• Organization design and assessment.
• Performance management.
• Attracting staff, employer branding, recruitment and selection.
• Development, training, talent management, managing diversity.
• Leadership development and leadership competences.
• Engagement, communication, conversation skills.
• Strategic change management.

MODULE 2

• Aviation Industry Overview IN 2025 – 2028
• Recruitment and Selection in the Airline Industry
• Training and Development for Airline Employees
• Performance Management in Aviation
• Compensation and Benefits in the Airline Industry
• Employee Relations in Aviation
• Safety and Security in Airline Operations
• Diversity and Inclusion in the Airline Industry
• Labor Laws and Regulations in Aviation

MODULE 3

Company policy and standards relating to personnel:

• Behavior, e.g. to internal and external customers, property, absence, sickness, misconduct
• Health and safety, e.g. legal standards, company standards
• Security, e.g. legal standards, company standards (property, data, revenue)

Maintain company policy and standards relating to personnel:

• Safety management system (SMS), e.g. risk assessment, intervention, appraisal, disciplinary procedures
• Training, e.g. new skills, recurrence, behavior
• Feedback, e.g. from staff , from supervisors, from managers, from trade unions

Sources of information and advice:

• • Regulatory bodies, e.g. Civil Aviation Authority (CAA), UK Regulator for Health and Safety, Department for Transport (DfT), Industry Trade Associations
  • Trade bodies, e.g. Associations for HR Professionals
  • Trade unions generic or specific to relevant professions and vocations

MODULE 4

Employment legislation:

• Pre-employment checks, e.g. employment history, background checks, references
• Training, e.g. required to obtain airport/airline pass, to comply with current legislation, job-specific
• General, e.g. minimum wage, discrimination, data protection, employment contract, working hours, minimum age, medical checks (vision, hearing)

Impacts of compliance:

• Negative impacts, e.g. recruitment delays (references, employment history), expense (to applicant, to employer, training requirements), restricts recruitment pool (security, health, age)
• Positive impacts, e.g. avoid prosecution, filters out inappropriate candidates

MODULE 5

Plan recruitment:

• Job description, e.g. main responsibilities, essential and desirable skills and qualities, hours, location
• Advertise, e.g. budget, trade publications, TV/radio, social media, in-house, recruitment agencies, recruitment fairs
• Shortlist applicants, e.g. criteria for success
• Prepare interview, e.g. location, documents, interview panel, group interview, telephone/video
• Selection, selection activities

Selection process:

• Assess candidate, e.g. CV, group task, aptitude test, individual interview, telephone/video screening, IT assessment
• Confirm qualifications, e.g. academic, training, licenses, experience, employment history, references
• Make a decision, e.g. offer employment, notify unsuccessful candidates
• Administration, e.g. notify department head, payroll, security