The Implementation of Competency-Based Training and Assessment (CBTA) Framework in Aviation Intelligence Human Systems.

Abstract

At the current stage, one of the most critical aspects of workforce planning in Human Resources Management (HRM) entails ensuring that employees possess the appropriate skills and competencies to fulfill the organization's job description requirements. The global competitiveness in the modern aviation business has undergone a profound change (Intelligence Human Systems Integration) and the proliferation of a diverse network of low-cost and traditional carriers that has increased the reach, breadth, and frequency of traditional passenger-carrying services. As a result of the constantly expanding gap between demand and supply for qualified and highly competent experts in Intelligence Human Systems Integration, airline recruiters are under increasing pressure to find novel techniques for attracting and communicating with potential employees.This study aims to develop a strategy for incorporating the Competency-Based Training and Assessment (CBTA) framework into aviation personnel planning, training and management of the Intelligence Human Systems Integration - change. Research objectives include a theoretical study of the CBTA framework, an examination of the existing state of human resources planning, training and operations; the identification of the pilot performance gaps and the function of quality training; and a recommendation for adopting the CBTA framework in aviation human resources framework and Intelligence Human Systems Integration. When establishing the worldwide CBTA framework for the aviation industry, the authors analyzed the controlling elements and trends in the industry, proposing a global approach of managing the Intelligence Human Systems Integration - change.The components of putting the CBTA framework into action were considered in light of the pandemic repercussions. According to the findings of the subsequent study, aviation programs should encourage learning beyond the minimum knowledge requirements during the ab initio phase of the training, as well as provide opportunities for ongoing education and emphasize the quality of education rather than the quantity (building hours), implementing new aspects of technology (AI). As a result of the research, several conclusions have been formed, and one of them is that the demand for human factors is a top priority in the aviation business. This demand is affected by organizational culture, resistance to technological change, and legislative employment constraints.In the following study, a synthesis of the Lean Six Sigma (L6) strategy and implementation of the CBTA framework is proposed as an alternative to the existing method in many countries, which restricts management of change and causes unneeded organizational pressure. Additional recommendations include implementing validated CBTA – EBT / psychological applications during the implementation process and management of change to assist airlines in becoming an employer of choice in the sector and expedite the Intelligence Human Systems Integration .