Airties ongoing success depends on being able to attract, select and retain the best quality people from a narrow, increasingly competitive market place. To this end, Airties recruitment and selection processes are framed by the following key principles:
Recruitment and selection processes will be consistent with law,
Recruitment and selection shall be effective, efficient, promote equity and diversity, and promote the image of Airties as an employer of choice.
Recruitment and selection processes shall balance the needs for confidentiality and privacy with the need for transparency of process.
Airties will attempt to generate a quality pool of competitive applicants from which to select.
Selection decisions will be made against selection criteria. Decisions shall be free of patronage, bias and unlawful discrimination.
Recruitment and selection processes shall be timely.
Training and Develoment is part of the core Airties strategy, closely linked to the business plan and continually assessed, reviewed and revised. Our Training and Development goals are as follows:
Develop and deliver a comprehensive training program to address the identified essential competencies- knowledge, skills, and abilities - for each career field.
Develop and sustain career development programs for all employees beyond and apart from essential competencies training
Develop and distribute a comprehensive listing of training and development opportunities that include the best possible match between the competencies to be developed and the facilities, locations, methods, technologies, and strategies for delivery.
Expand training and developmental opportunities with governmental and private sector partners to facilitate an exchange of information and strategies.
Establish a process for validating training courses and developmental programs to assure that they result in the organizational and individual benefits for which they were developed. Review and refine process as needed
Develop a funding program for training and development that achieves these goals and implements the action items.
AirTies PMP is AirTies’ performance management process. It is intended to ensure our employees:
“Signed-up” with clear roles, accountabilities and operating objectives, which align to AirTies’ strategy and key business priorities.
Applying the AirTies Vision, Strategy and Core Values in the performance of their roles and accountabilities and achievement of operating objectives.
Enhancing their overall contribution to AirTies through a development plan.
Informed about their level of contribution to the achievement of AirTies’ business priorities: based upon their performance against their operating objectives and behavioral expectations and relative to their peers.