June 02, (THEWILL) – The International Air Transport Association (IATA), has called for holistic reforms to manage the long-term need for a stable talent base for the ground handling sector.
The body also observed that thousands of ground handling staff left the aviation industry during the pandemic.
Now as aviation ramps up, the severe shortage of skilled ground handlers is shedding light on the need for reform to stabilise the talent pool.
In the immediate term, the most pressing issue is the bottleneck for security clearances as the airline industry prepares for the peak northern summer season.
In the longer-term, IATA therefore urges the ground handling sector to adopt a stronger talent acquisition strategy; streamline onboarding processes and develop a more compelling retention proposition.
Commenting, Nick Careen, IATA’s Senior Vice President for the Operations, Safety and Security said, “the peak northern summer travel season is fast-approaching, and passengers are already experiencing the effects of bottlenecks in getting security clearances for staff at the airport. Additional resources are needed to accelerate the processing times for employment security clearances which can be as much as 6 months in some markets. The shortages we are experiencing today are a symptom of the longer-term challenges to achieve a stable talent base in ground handling.”
At the IATA Ground Handling Conference held recently, IATA proposed a comprehensive approach to recruitment, onboarding and retention.
On recruitment, IATA is of the view that attracting fresh talent is critical, adding that, “This is made more challenging by perceptions created in the pandemic with the critical retrenchment of large numbers of staff, including those in ground handling.”
IATA therefore, recommends an awareness campaign to highlight the attractiveness and importance of ground operations in global logistics and transport operations; adoption of a 25 by 25 campaign to help address the gender imbalance across the industry and apprenticeships in partnership with trade schools to revitalise candidate pipelines.
Other recommendations include: career path mapping to demonstrate long-term prospects for people entering the sector.
On onboarding, IATA believes that more efficient onboarding processes and training and security clearance for new staff can take more than six months.
According to the body, more efficient and expedited onboarding will allow the sector to adapt quickly to demand changes, including those which are seasonal.
IATA therefore, recommends a greater focus on competency-based training; moving to more online training and assessments will improve speed, flexibility and efficiency of onboarding.
Others are mutual recognition by authorities of security training and employee background records will expedite onboarding and reduce redundant processes.
On retention programs, IATA stated that “greater standardisation will improve performance, provide employment flexibility and broader career options.
The IATA white paper recommends implementation of IATA Ground Operations Manual (IGOM) to standardise ground operations.
Along with significant operational benefits and more efficient onboarding, this would provide additional flexibility and opportunities for staff in terms of relocation, reassignment and recruitment.
Other recommendations include: passports that mutually recognise skills and training across ground handlers, airlines and/or airports; adoption of new technologies and automated processes to create diverse job opportunities and career paths to attract a new generation of talent amongst others.
About the Author
Anthony Awunor, is a business correspondent who holds a Bachelor of Arts Degree in Linguistics (UNILAG). He is also an alumnus of the Nigerian College of Aviation Technology (NCAT), Zaria Kaduna State. He lives in Lagos.
