Competency-Based Training and Assessment (CBTA) Framework in Global Aviation Training

Abstract: One of the most important components of workforce planning in Human Resources Management (HRM) is ensuring that employees have the right skills and competences to do their jobs. The expansion of low-cost and traditional carriers has enhanced the reach, breadth, and frequency of traditional passenger-carrying services. Due to the growing need for highly trained professionals in Intelligence Human Systems, airline recruiters are under pressure to find new ways to attract and communicate with potential candidates. This study intends to include CBTA into aviation personnel planning, training, and management of the Intelligence Human Systems Integration - transformation. Research objectives include a theoretical study of the CBTA framework, an examination of human resources planning, training, and operations, identification of aviation Subject Matter Experts performance gaps, and a recommendation for adopting the CBTA framework in aviation human resources framework and Intelligence Human Systems Integration. When building the worldwide CBTA framework for the aviation industry, the authors studied the governing variables and trends in the industry, suggesting a global strategy to managing HSI-change.The pandemic's effects were addressed when implementing CBTA. According to a recent research, aviation programs should stimulate learning beyond the ab initio basic knowledge requirements, give chances for ongoing education, and stress quality over quantity (e.g., developing pilot hours, integrating new technology) (AI). Organizational culture, opposition to technological progress, and employment laws affect demand. In the following study, a synthesis of the Lean Six Sigma (L6) strategy and CBTA framework is offered as an alternative to the prevailing method in many countries, which inhibits change management and increases organizational pressure. Implementing verified CBTA – EBT / psychological applications during installation and change management can help airlines become an employer of choice in the sector and speed up intelligence human systems integration."Competency" is a human performance attribute used in aviation to predict job success. When a person engages in behaviors that draw on the proper knowledge, abilities, and attitudes to complete activities or tasks within set parameters, they demonstrate and demonstrate a competency. Research follows ICAO's description of knowledge, abilities, and attitude (ICAO, 2022):• "Knowledge is particular information needed to acquire and apply skills and attitudes needed to recall facts, recognize concepts, apply rules or principles, solve issues, and think creatively at work,"• "Knowledge is particular information needed to acquire and apply skills and attitudes to recall facts, recognize concepts, and apply rules or principles (ICAO, 2022)." Attitude is a learned mental state or disposition that determines a person's conduct toward any item, person, or event. Positive or negative attitudes can evolve. Attitudes are affective, cognitive, and behavioral. Aviation SME must "know how to be" in each circumstance to have the "right" attitude.Purdue's professional flying program acknowledged both technical and nontechnical competencies based on IATA requirements. Furthermore, Purdue research employed qualitative and quantitative methods to confirm the idea that combining Competency-Based Training Assessment with a structured recruitment and selection plan increases organizational performance.The chosen inductive research method focuses on reducing delays in pilot hiring and training by incorporating personnel capabilities that reduce performance differences. The study also examines how Lean Six Sigma personnel planning and training effect airline operating expenses.  Removing superfluous processes from the recruitment process can help airlines save money and time on recruitment and employee training. Purdue Research roadmap focuses on AI certification (FAA, EASA), AI training following a change management approach, and AI standards in the worldwide AI aviation ecosystem. In conclusion, the outcomes of this study project indicate that the firm must rethink its organizational culture, adopt an integrated CBTA approach, and use the proposed Lean Six Sigma Recruitment process.

Keywords: Competency, Based Training and Assessment (CBTA), Aviation Intelligence Human Systems, Human Resources Management (HRM), Manpower planning

DOI: 10.54941/ahfe1003728

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