A study of ab-initio Cadet Pilot Candidate Selection Tool Based on Research of the A Airline
|關鍵字:||民用航空器駕駛員;甄選工具;效度;Aviation Pilot;Selection Tools;Validity|
如同管理大師彼得．杜拉克(Peter F. Drucker)所言：「沒有任何決策比用人決策的影響更為深遠」，在環境快速變動下，以往用以選擇人才的標準將逐漸失去指標性，過去的績效不代表日後的績效，適用於甲組織的標準未必代表適合乙組織，企業必須開始注意到如何才能找出適合自己組織的員工。
Civil aviation is a transportation and service industry that is specialized, regulated, and highly capital intensive. As the civil aviation industry expands in Taiwan, the demand for pilots has been growing exponentially over the years. Companies have been undertaking the “ab-initio training” initiative to meet the exponentially increasing demand for pilots. However, training new “ab-initio” pilots is an expensive investment. Take for the ab-initio program at A airlines of Taiwan for example, the training cost of the program has a fairly high failure rate. In addition, the cadet pilots increasingly, require greater number of additional instruction or training sessions to meet the check standards. These factors often result in cost overrun, which justifies the inefficiency of the unreasonable costly training programs. Just as Peter F. Drucker pointed out, “No strategies have more profound impact than the strategies of selecting people”. Under the fast changing environment, the standards that were used to select employees are starting to lose its significance. The accomplishments in the past do not represent or guarantee the accomplishment in the future. The standards that suit one organization cannot necessarily be applied to another. Organizations must begin to raise their awareness of how to find potential employees for its. The goal of personnel selection is to pick the most suitable asset in order to raise the competitiveness of the organization. Therefore, organizations should be crystal clear as to what type of characteristics and qualities the selection processes and tools will measure, and whether they are consistent with the organization’s needs. The objective of this report is to discuss how to distinguish and realize the true requirements of the organization among various methods of personnel selection. The analysis in this research is based on A Airlines of Taiwan. I will focus on the methods of the ab-initio cadet pilot selection process to verify the effectiveness of the methods. Moreover, I hope to demonstrate the actual personnel selection process and correlate the outcomes of the examination grades of the selection process with that of the basic flight training. The analysis is based on A Airline’s tools of the selection process, including interviews, various different tests on English, TOEIC, math and physics, along with “feeling flight” and aptitude evaluations. In addition, the grades of the above mentioned evaluations as well as the result of the basic flight training are screened and interpreted. The number of samples taken was two hundred and twenty-two. The following recommendations were concluded upon the completion of the study: 1.Feeling flight, interviews and math tests can be given more priority. 2.The result of TOEIC test can be used as a reference source. 3.The necessity of physics and English examinations can be evaluated and the format be revised if needed. 4.Personality tests can be changed or be a reference only. 5.Aptitude tests can be revised and its usage continued.