What is the aviation industry doing to address the shortage of skilled personnel?

To address the shortage of skilled employees in the aviation industry, stakeholders could invest in comprehensive training programs, collaborate with educational institutions, offer attractive incentives, and leverage technology to enhance learning and skills development. Additionally, fostering diversity and inclusivity in recruitment practices can help tap into a broader talent pool.

The aviation industry is growing everyday, but it needs more skilled personnel to keep up with the demand. To address this problem, the industry should invest in training programs, collaborate with universities, and use technology to improve learning. It is also important to attract and retain qualified professionals to ensure the industry's long-term success.

I believe that shortage of skilled personnel in the airline industry can be achieved through comprehensive training and education programs, ensuring a pipeline of well-equipped professionals for the industry's diverse roles.

In Denmark, we are so fortunate to have a resonable Aircraft Technician salery for apprentices. This is certainly one of the driving forces for young students to select a worklife path in the Aviation sector. Several other countries could benifit from such an approach for their Aircraft Technicians Apprentices, however even though it helps, it is not sufficient to get even more students to begin their apprentenship. The regulatory requirements needs to be revised, not to degrade the needed skills, but to shorten the time needed to become an B1/B2 and C Rated Aircraft Technician, as the nearly 8 years of education time (Basic training and expirence) is too long comparred with other educations such and Medical Doctors ect.

The aircraft production process can be further optimised with higher robotics deployment similar to what is done in the automotive industry.

Según datos de la Organización de Aviación Civil Internacional (OACI), aproximadamente solo, el 5% de los pilotos en todo el mundo son mujeres. Afortunadamente, las compa?ías aéreas ya cuentan entre sus políticas empresariales con la diversidad y la inclusión. En los últimos a?os, se ha observado en los centros de formación aeronáutica, por lo menos en Espa?a, un aumento en el número de mujeres que optan por la carrera de aviación. Como no podia ser de otra forma, las aerolíneas y organizaciones de la industria están promoviendo activamente la inclusión de más mujeres en roles de piloto a través de programas de reclutamiento y desarrollo.

Abandon DIE!!! There is nothing equable about lowering standards in any aspect of pilot, crew or maintenance operations in the aviation industry….. There is nothing equable about not tightening bolts and doors blow out… All hiring should be colorblind to race or ethnicity…. or lifestyle choices… Meritocracy…. Is the only way!

If I may add something to this,aircraft production through the use of robotics for example is really only a small solution to the problem,you can build as many airplanes as you like,but some one still needs to maintain these aircraft,you can even automate pilots,but you will still need people to maintain aircraft.The lack of future maintainers will ultimately have a crucial impact on aviation and air travel in the future

Advanced simulators and virtual training reduce the need for extensive hands-on experience. Automation within aircraft and maintenance processes lessens manual work, enabling pilots and technicians to focus on critical tasks. Data analytics and predictive maintenance optimize schedules, reducing the workforce dedicated solely to routine checks. Integration of AI and robotics across operations, from baggage handling to manufacturing, augments human resources. However, upskilling existing personnel is crucial to effectively adapt to these innovations. Maintaining a balance between automation and human intervention remains pivotal for safety and adaptability within aviation.

The aviation industry is increasingly utilizing sophisticated software solutions that incorporate Artificial Intelligence and Machine Learning. These tools are designed for optimized workforce management and shift planning. They play a crucial role in enhancing the efficiency of labor resource allocation in airlines, airports, and ground handling services. Such technologies help in forecasting labor demand and aligning personnel capacity with operational requirements, thus mitigating the impact of workforce shortages.

La aviación es una de las industrias más punteras que existen. La tecnología y la automatización desempe?an un papel cada vez más importante en la aviación moderna y herramientas como la inteligencia artificial puede utilizarse para analizar grandes cantidades de datos y ayudar en la toma de decisiones, la planificación de rutas y la gestión del tráfico aéreo, entre otras, pero su integración debe ser adecuada con el personal humano de manera que se mantengan altos estándares de seguridad y fiabilidad.

The ultimate objective seems to be non-piloted aircraft. We are getting ever close, with freighters being the first ones to go crewless.

As properly stated in the question aside, Technology and automation are expected to help, once implemented, in reducing ATCOs and Pilot workload. The hidden problem in this correct statement, is that, at the same time, extra capacity and performances will be required to cope with the future demand. This is to say that a correct strategy in recruitment, together with training and education, is a policy that will be always rewarding

Increased pay rates and other benefits. Free training, programs and on site hands on experience to attract new talents/school leavers

Allow me to paint a picture of aviation mechanics work environment; hazardous work, strenuous work, dangerous chemicals, loud beyond loud, powerful equipment in close proximity, all weather scenarios, all hours, all holidays, least seniority gets fired as soon as the company feels a tickle. When would you like to start? "We'll increase your pay, and bonuses, extend retirement to keep you working even longer and not that it's our corporate responsibility, but from our generosity we'll offer insurance and travel perks for only a small deduction from your check." This next generation isn't going to put up with what I did. You will have to learn how to treat people to retain them. Give them some respect for what they give to you.

Desde sempre associámos a avia??o como uma área na qual pouco ou nada é necessário para além dos benefícios: vencimento, vida social atrativa (viagens) e possibilidade de conhecer uma sem número de locais. O tempo tem-nos mostrado qu?o errado tudo isto pode ser pois cada vez o pessoal da avia??o reclama direitos vitais como carreira profissional, seguran?a psicológica e acompanhamento. O papel que a cultura tem nestes três tópicos que referi é o que leva a que o nível de compromisso seja maior ou menor. Num mundo de destaque e desgaste a cultura empresarial tem que se virar e centrar para as pessoas!

Trabajé en una aerolínea (no diré el nombre, por obvias razones) a la cual presenté mi renuncia, por el abuso a sus trabajadores en general y la poca organización. Los puestos de trabajo, muchas veces son dados a personas sin experiencia. Y toda gestión de jefes y gerentes, deberían centrarse en el conocimiento pleno de sus funciones….. Estoy en contra de la improvisación y delegacion de responsabilidades a quienes NO pueden llevar adelante las mismas. Y el TARJETASO, funciona en todas partes y los recomendados también, y es válido, pero al menos, que den la talla, para los puestos donde son ubicados…. No?

Acredito fortemente que somente com a dissemina??o através dos mais variados meios de comunica??o atualmente existentes que poderemos ter uma nova cultura e engajamentos de todos os profissionais envolvidos direta ou indiretamente com o modal aéreo, isso inclui principalmente uma nova postura daqueles que ocupam os mais altos postos dentro da piramide hierárquica das organiza??es.... N?o se altera culturas retrógadas da noite para o dia..... ainda que por for?a de Leis/Regulamentos.... A informa??o é chave fundamental responsável pelos resultados na mudan?a da cultura e engajamentos profissionais, juntamente com processos sistêmicos de Fiscaliza??o e Supervis?o realizados com o auxílio de novas tecnologias.

Conseguir el compromiso con la cultura de la empresa, así como un entorno de trabajo que fomente la motivación y la inspiración es fundamental para abordar la escasez de personal cualificado en la industria de la aviación. Al priorizar una cultura positiva y un compromiso con los empleados, se puede fomentar un ambiente laboral que atraiga y retenga al personal cualificado en la industria de la aviación.

It is always a choice that has to be made. Do we focus all of our efforts on production or do we look more to creating a deeply involved culture that might increase the potential of our workforce. Can we carve out the time and money needed to improve our bottom line and also grow that employee into the worker or manager desired? The answer is YES! Every company must communicate to everyone that works there the goals, direction and even dreams of BOTH the company and their workers. Managers need to focus a significant amount of time cultivating the people they are responsible for. Employees need to understand and desire to meet the requirements that are placed on them. Finally, executive management should be encouraging that culture growth.

Many years ago, when moving to a new country with a different regulating authority, all that was required for issuing of a licence was a medical, an air law exam for the applicable country, and a flight or simulator checkride. As an ICAO B737 Captain, flight and simulator instructor, with 21 years in an IATA and IOSA certified airline, I would have to effectively redo my entire licence, and do the medical and simulator checkride for the UK CAA. It becomes prohibitively expensive to obtain a licence, whilst trying to scrape an income. Many have chosen to leave aviation because of this. The loss of skills and experience which could both benefit the industry in the short term, and in the long term training of youngsters, cannot be measured.

It amazes me that ICAO, FAA, EASA, and other CAA’s all consider their Exams to be full proof. It is quite interesting that North Hemisphere Met, human performance, instruments etc has to be re written when doing new licence as a pilot. Understandably there are variations in the legal aspects of aviation as country variations play a role where you operate, however if we are trying to get more people qualified in the industry, maybe this process could be simplified by recognizing previous experience and simplifying the process of attaining foreign licenses.

Airlines who are part of the main airline group alliances need to better leverage collaboration. Ensuring that seamless processes are shared to create greater efficiency for all airlines not just one or two. The more that airlines collaborate the greater the customer experience and isn’t that what airlines want … happy passengers!!

The aviation industry as a whole has lot of experienced personnel globally. When it comes to collaboration I would suggest this shouldn’t take place only within a county. The collaboration should be amongst regulators by way of exchange programs and similarly the collaboration amongst the engineers,pilots, safety specialists across airlines at global level would lift the understanding of best practices followed globally. Added to that a data base of aviation specialists available at country level should be made available with easy access to major aviation players. This would increase visibility of available skilled personnel across globe. It is good to use already available skilled personnel.Then the shortfall be made good subsequently.

é evidente o esfor?o conjunto para combater a escassez de pessoal qualificado, potenciando a colabora??o entre os diferente stakeholders. Com esta abordagem procura-se alinhar interesses, objetivos e a??es, resolvendo desafios e explorando as diferentes oportunidades do setor. Por exemplo, a defini??o de parcerias entre Companhias Aéreas e Institui??es de Ensino, onde a defini??o de programas conjuntos para formar pilotos e técnicos, permitem garantir a adequa??o das competências às necessidades deste setor. Outro exemplo, a colabora??o com os Reguladores para flexibilizar normas e regras, onde o trabalho conjunto permitirá atualizar os atuais regulamentos, o que facilitará a requalifica??o de trabalhadores de outras áreas.

Don't get rid of all the experience due to mandatory retirement at age 65. If medical and proficiency checks are passed, why throw out the good guys?

While addressing the immediate need for skilled personnel, the industry is also investing in automation and advanced technologies to streamline operations and reduce the dependency on large crews. In a project I oversaw, the implementation of advanced navigation and maintenance systems reduced the need for certain skill sets and allowed for more efficient operations. There is a concerted effort to promote aviation careers to school and college students. Through career fairs, internships, and workshops, the industry is working to spark interest in aviation among younger generations. In my involvement with community outreach, we connected with schools to showcase the diverse career paths in aviation.

First priority must be to hire new pilots from the training organisations. Second top priority is to provide again all the benefits to the Pilots and never suspend in the future for any reason. So simple.

I believe that aviation industry has enough skillful and experienced staff. A lot of branches are related to each other in the sector. The employers should obtain a new integration systems between the related departments with training and other ways. There should be a transfer system of the professionals between different parts of the sector. Multitasking is integral structure of aviation industry.