Aircraft Maintenance: Managerial And Management Requirements Essay.

Workforce Planning for Aircraft Maintenance Requirements

Quesrtion:

Aircraft Maintenance How Requires Adequate Managerial and Management?

Aircraft maintenance requires adequate managerial and management skills with workplace dedication as well as planning. The current assignment provides utilization of workforce planning for estimating the possible manning requirements through use of skills and analysis of needs. Effects of strong and struggling market of labor has also been considered on ability for recruitment and retaining of staffs as well as implication of costs that the organization has on workforce as well as company. Further the assignment explains the recruitment process as well as the selection process looking at recruitment and advertising sources as well as relevant legislations which is required to be followed by law.

The new line of work for maintaining small passenger aircrafts with around 1000 hours of work per plane requires for efficient utilization of workforce planning in estimation of the possible manning requirements (Ba?dere 2014). Skills and needs analysis requirement, levels of skill to semi skilled workers as well as possibilities of having for using a subcontracted staff and the cost of using them has been discussed. According to Clark (2015), the aircraft maintaining manning requirements is influenced by the factors that suggests different types of aircrafts such as small aircraft needs less amount of work force for the maintenance while larger aircrafts requires large number of work force for the maintenance program. The continuous coverage that is 7 days a week or 24 hours a day maintenance requires much more workflows compared to smaller coverage. The training requirements for the employees and maintenance program also affect the total manning requirements. The registration also has an impact on the total number of mining requirements. The age and condition of the aircraft is an essential factor that determines the total number of manning required for the maintenance of the aircraft (De Bruecker 2015). If the age of the aircraft is old then it will require more people to maintain while the condition of the aircraft is old as well, then it will require more people for maintenance. Finally the environment of the region provides constants on the total number of mining requirements

The skills required for the maintenance of aircraft involves computer proficiency and technical capability, mathematical and sound mind that will also ensure that the maintenance of the aircraft has been done properly and efficiently. As per Gregson (2016), good problem solving skills will also promote towards a proper maintenance of the aircraft. Thorough attention of details will ensure that the employees are very much cautious regarding the maintenance of delicate equipments within the aircraft. According to Hobbs (2014), strong communication skills is required to communicate with the fellow employees as well as with the engineers related to the maintenance of the aircraft. Responsibility and teamwork will also come in handy during maintenance of the aircraft.

Highly skilled as well as semi skilled workers are required for the maintenance of the aircraft. If the recruitment of Semi skilled as well as skilled employees are not up to the mark then the aircraft maintenance company needs to hire additional third party staffs contacted that might cause reduction in cost of direct recruitment on a payroll basis as the subcontracted staffs does not need additional training as they are already competent in the work (Howardson 2014).

Factors Impacting Aircraft Maintenance Manning Requirements

Recruiting new staffs for the maintenance will require the organization to provide training to the employees to ensure that they gain efficient technical knowledge regarding the aircraft maintenance as well as the training cost will cause the company an additional investment which is not cost effective (Kim 2016). However staffs hired from other third party recruiters and agencies will ensure that the necessary skills required for aircraft maintenance as well as technical knowledge are already known to the stuffs and hence the company will have a cost effective strategy and maximize the profit in aircraft maintenance.

As the small passenger aircraft requires about 1000 hours of work for plane, the effects of a struggling and strong labor market will have a considerable impact on the ability to recruit and retain staff for the organization (Kroes 2013). With cost implications on a company and work force as well as the local demographics recruitment for the airport aircraft maintenance is a process of screening, attracting, selecting qualified people for the position of maintenance engineers within the organization. According to Melanthiou (2015), tt is one of the most important activities of management in security and effective framework for workforce. Good recruitment is finding the competent person for the job and has positive impact for the business performance staffing levels, profitability and customer as well as industry image.

As per Mrutu (2016), the labor market of the region has potential sources of labor, the strategy of recruitment, as well as encouragement of the potential labor from the area grounder represented groups, who are backward races. It has also the potential possibility of forming the labor market, additional individual having disabilities such as old workers, youth's fresher, minorities, women as well as social assistance recipients also requires to be a part of the labor market. A strong installing labor market will increase the labor base and hence the recruitment and the selection process will become difficult to choose the most competent among huge potential labor base (Schindler 2014).

The local democratic will also have an impact on the labor market that will increase the cost implication of recruitment as well as training pertained to the employees. Staff retention will also be decreased as increased number of labor market will result to increased employee turnover. There will be a dissatisfaction created among the workplace of the aircraft maintenance and hence the organizational environment will be degraded. Furthermore cost will be required by the organization to provide adequate training and necessary technical competency and skills to the newly recruited employees (Tretten 2014).

The selection and recruitment process for the aircraft maintenance company will be done by traditional ways such as face to face interviews, merit based test as well as group discussions. Initially the candidates will be shortlisted based on their resumes and competency level and will be called for interview. As per Ba?dere (2014), the initial selection criteria will be educational background of the candidates, their competency and skill levels as well as experience in the relevant field. The candidates shortlisted for the interview will be called for the initial screening test in which they will be given a short examination based on the technical knowledge. If they manage to qualify the technical examination then they will be provided with general knowledge and aptitude skill examinations (Clark 2015). If the candidates qualify the general knowledge and aptitude examination they will be shortlisted for GD or group discussion. The group discussion will make the recruiters regarding the competency level of the candidate especially in terms of leadership, communication skill and teamwork. If candidates qualify the group discussion they will be called for the face to face interview. As per Gregson (2016), during the face to face interview the employees will be provided challenging and technical questions to test the candidate’s competency level as well as technical knowledge regarding the subject. These are the processes which will be taken for recruitment and selection.

Skills Required for Aircraft Maintenance

Advertisement and recruitment sources will also be used such as third party online job portal such as Sheikh Monster indeed LinkedIn that will also be used to provide a refined search criteria for the candidates and will ensure that global candidate gets opportunity to work as a part of the organization having adequate skills, knowledge and experience in the relevant field (Hobbs 2014). The relevant legislation that needs to be followed by laws includes equal pay act that will ensure that each employees are getting paid on equal basis. Sex discrimination act in which parity will be provided to both genders, raised relation act in which various ethnic group people will be treated equally within the workplace, disability discrimination act which will protect the disabled person from any kind of discrimination faced within the workplace environment. According to Howardson (2014), employment equality in which the religion and belief of each personal will be respected will also be followed. The contracts that can be used during the recruitment would be right to represent form, non-solicitation agreement, non-compete agreements and non disclosure agreement.

Definite types of contracts used will ensure that the employees are under the company rules. The testing that will be usually presented in the basic aptitude and general knowledge test will include numerical reasoning, logical deductions that will take the competency of the candidate in managing problems and complicated situation in day to day life (Kroes 2013). The numerical analysis will ensure that the candidate has adequate mathematical skills that are required for the aircraft maintenance operations. The candles will also be tested regarding the technical knowledge of the subject that will ensure that the candidate possesses skills related to the aircraft maintenance (Mrutu 2016). Group discussion will help the employees to get details on leadership ability, competency and communication skills of the candidate which is very essential requirement of aircraft maintenance operation. Finally Schindler (2014) stated that the face to face interview will provide the employees an opportunity to get acquainted to the candidates usually having a clear overview of the competency and skill levels of the candidate.

Conclusion

It can be concluded that the continuous coverage that is 7 days a week or 24 hours day maintenance requires much more workflows compared to smaller coverage. The registration also has an impact on the total number of mining requirements. The age and condition of the aircraft is an essential factor that determines the total number of manning required for the maintenance of the aircraft. If the age of the aircraft is old then it will require more people to maintain while the condition of the aircraft is old as well, then it will require more people for maintenance. Strong communication skills is required to communicate with the fellow employees as well as with the engineers related to the maintenance of the aircraft. Responsibility and teamwork will also come in handy during maintenance of the aircraft. Recruiting new staffs for the maintenance will require the organization to provide training to the employees to ensure that they gain efficient technical knowledge regarding the aircraft maintenance as well as the training cost will cause the company an additional investment which is not cost effective. The local democratic will also have an impact on the labor market that will increase the cost implication of recruitment as well as training pertained to the employees. Staff retention will also be decreased as increased number of labor market will result to increased employee turnover. Advertisement and recruitment sources will also be used such as third party online job portal such as Sheikh Monster indeed LinkedIn that will also be used to provide a refined search criteria for the candidates and will ensure that global candidate gets opportunity to work as a part of the organization having adequate skills, knowledge and experience in the relevant field.

References

Ba?dere, M. and Bilge, Ü., 2014. Operational aircraft maintenance routing problem with remaining time consideration. European Journal of Operational Research, 235(1), pp.315-328.

Clark, P.J., Newcomer, J.M. and Jones, A.M., 2015. Overcoming Gender Barriers in Aircraft Maintenance: Women's Perceptions in the United States. Collegiate Aviation Review, 33(2), pp.66-78.

De Bruecker, P., Van den Bergh, J., Beliën, J. and Demeulemeester, E., 2015. A model enhancement heuristic for building robust aircraft maintenance personnel rosters with stochastic constraints. European Journal of Operational Research, 246(2), pp.661-673.

Gregson, S., Quinlan, M. and Hampson, I., 2016. Professionalism or Inter-Union Solidarity? Organising Licensed Aircraft Maintenance Engineers, 1955–75. Labour History: A Journal of Labour and Social History, (110), pp.35-56.

Hobbs, A. and Herwitz, S.R., 2014. Human factors in the maintenance of unmanned aircraft. Small, 15(100), pp.100-110.

Howardson, G.N. and Behrend, T.S., 2014. Using the Internet to recruit employees: Comparing the effects of usability expectations and objective technological characteristics on Internet recruitment outcomes. Computers in Human Behavior, 31, pp.334-342.

Kim, C.Y. and Song, B.H., 2016. An Empirical Study on Safety Culture in Aviation Maintenance Organization. International Journal of u-and e-Service, Science and Technology, 9(6), pp.333-344.

Kroes, M., Watkins, W., Delp, F. and Sterkenburg, R., 2013. Aircraft maintenance and repair. McGraw Hill Professional.

Melanthiou, Y., Pavlou, F. and Constantinou, E., 2015. The use of social network sites as an e-recruitment tool. Journal of Transnational Management, 20(1), pp.31-49.

Mrutu, L.L. and Ngowi, A.O., 2016. How centralized recruitment influence employee’s turnover in Tanzania Local Government Authorities: Experience from Moshi Municipal Council. International Journal of Academic Research in Business and Social Sciences, 6(9), pp.334-343.

Schindler, B.K., Koslitz, S., Weiss, T., Broding, H.C., Brüning, T. and Bünger, J., 2014. Exposure of aircraft maintenance technicians to organophosphates from hydraulic fluids and turbine oils: a pilot study. International journal of hygiene and environmental health, 217(1), pp.34-37.

Tretten, P. and Karim, R., 2014. Enhancing the usability of maintenance data management systems. Journal of Quality in Maintenance Engineering, 20(3), pp.290-303.