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    NEPAL Aviation HR - Policy

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    Abdirizak Mohamed
    This document outlines the Civil Aviation Authority of Nepal's (CAAN) Human Resource Development Policy for 2070. The key goals of the policy are to [1] develop adequately qualified human resources through appropriate training to maintain safe aviation services and [2] make CAAN's regulatory and service provider roles more effective. To achieve this, the policy focuses on identifying training needs, nominating suitable employees for training programs, and establishing the Civil Aviation Academy to international standards to conduct necessary trainings. The policy also provides guidelines on training funding, knowledge transfer, and recruiting qualified experts when needed.

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    NEPAL Aviation HR - Policy

    Uploaded by

    Abdirizak Mohamed
    82 views5 pages
    This document outlines the Civil Aviation Authority of Nepal's (CAAN) Human Resource Development Policy for 2070. The key goals of the policy are to [1] develop adequately qualified human resources through appropriate training to maintain safe aviation services and [2] make CAAN's regulatory and service provider roles more effective. To achieve this, the policy focuses on identifying training needs, nominating suitable employees for training programs, and establishing the Civil Aviation Academy to international standards to conduct necessary trainings. The policy also provides guidelines on training funding, knowledge transfer, and recruiting qualified experts when needed.

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    This document outlines the Civil Aviation Authority of Nepal's (CAAN) Human Resource Development Policy for 2070. The key goals of the policy are to [1] develop adequately qualified human resources through appropriate training to maintain safe aviation services and [2] make CAAN's regulatory and service provider roles more effective. To achieve this, the policy focuses on identifying training needs, nominating suitable employees for training programs, and establishing the Civil Aviation Academy to international standards to conduct necessary trainings. The policy also provides guidelines on training funding, knowledge transfer, and recruiting qualified experts when needed.

    Copyright:

    © All Rights Reserved
    Download as PDF, TXT or read online from Scribd
    Download as pdf or txt
    82 views5 pages

    NEPAL Aviation HR - Policy

    Uploaded by

    Abdirizak Mohamed
    This document outlines the Civil Aviation Authority of Nepal's (CAAN) Human Resource Development Policy for 2070. The key goals of the policy are to [1] develop adequately qualified human resources through appropriate training to maintain safe aviation services and [2] make CAAN's regulatory and service provider roles more effective. To achieve this, the policy focuses on identifying training needs, nominating suitable employees for training programs, and establishing the Civil Aviation Academy to international standards to conduct necessary trainings. The policy also provides guidelines on training funding, knowledge transfer, and recruiting qualified experts when needed.

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    Civil Aviation Authority of Nepal

    Human Resource Development Policy

    2070
    Human Resource Development Policy, 2070

    Civil Aviation Authority of Nepal


    Human Resource Development Policy- 2070

    a) Background
    Civil Aviation Authority of Nepal (CAAN) has been established in
    accordance to Section 3.1 of Nepal Civil Aviation Authority Act-2053 B.S in
    order to maintain safe, regular, standard and effective conduct of Flight
    Operation, Aeronautical Communication, Air Navigation and Air
    Transportation services in Nepal.

    Civil Aviation is a highly sensitive and dynamic sector which requires


    the adoption and management of advanced technology and is directly concerned
    with the safety of human life, national and international economic activities
    together with facilities and services. ICAO has provisioned that the efficiency,
    capacity, and sensitivity of the human resources involved in Civil Aviation
    Sector should be of prescribed standard.

    Being one of the contracting states of ICAO, Nepal is committed to carry


    out all the aviation activities in accordance to the Annexes to the Convention on
    International Civil Aviation, Standards and Recommended Practices (SARPS)
    and other Manuals and Guidance Materials and hence is subject to ICAO audits
    in the fields of flight safety and aviation security. Therefore, the need of
    motivated and adequately qualified human resource of an international standard
    is indispensable to operate and manage specific aviation services in Nepal.

    For the purpose of making the organizational structure of CAAN, its objectives
    together with its regulatory and service provider roles more effective, it is
    really challenging, compared to a simple organization, to utilize and manage the
    human resource with different educational backgrounds, varying levels of
    intelligence, from different geographical regions, and skilled in various
    disciplines. Only with the judicious utilization of this kind of Human Resource,
    positive impact can be made on development and expansion of aviation sector
    and thus the issues of international concerns can be addressed. Therefore, this
    policy on HR development 2070 B.S has been formulated with the expectation
    of creating positive impact on regulatory and services provider function of
    CAAN through effective management of HR available within CAAN adopting
    training, which is a component of HR development under HR Management, as a
    tool.

    b) Goal
    This policy aims to develop adequately qualified required human resources
    through appropriate training for maintaining safe, regular, standard and
    effective conduct of aviation secvices such as Flight Operation, Aeronautical

    1
    Human Resource Development Policy, 2070

    Communication, Air Navigation and Air Transportation taking into account the
    regulatory and service provider functions of CAAN.

    c) Objectives

    Following shall be the objectives of this policy:-

    a) To identify in-house and abroad trainings required for CAAN employess


    pertaining to regulatory and services provider disciplines and working in
    different service, group, subgroup and level categories in line with the objective
    of CAAN-establishment.

    b) Nomination of suitable employees and ensure their participation in varoius


    appropriate studies, trainings, observation visits, conferences, seminars and
    meetings in order to enhance their work efficiency and capacity.

    c) To provide advice, as required, to concerned Directroate and Department for the


    formulation of training plan in a way that can be of help to the employees in
    their career progession .

    d) To enhace the effectiveness of services delivery of CAAN by bringing about


    substantial reforms in the development of HR of the Authority.

    e) To provide different kinds of trainings to CAAN employees and involve them


    in seminars and workshop in a unified way through single door mechanism so
    as to increase the effectiveness of record-management.

    f) To develop Civil Aviation Academy to International standards by equipping it


    with necessary resources capable of conducting trainings relating to all
    disciplines required by CAAN as envisioned by National Civil Aviation Policy
    2063B.S.

    g) Attracting and retaining the adequately trained manpower in CAAN is one of


    the objective of this Policy

    Policies:

    Following shall be HR Development policies :-

    a) Nomination of staff for study, training, and seminar shall be done on the basis
    of 'Training Nomimation Directives' formulated pursuant to power conferred
    by rule 15:11of 'Regulation on Employees Service Facilities and Conditions'
    and section 35of CAAN Act-2053B.S

    2
    Human Resource Development Policy, 2070

    b) HR department shall, in coordination with Civil Aviation Academy concerned


    Directorate, Department and Office, fromulate annual training programmes like
    ab- initio, in-service, basic, recurrent, refresher and specilized training on
    various subjects by classifying them into different topics and subtopics under
    different service, groups and subgroups to make the role of CAAN as regulator
    and service provider more effective. This Programme shall be implemented
    upon approval by Management.

    c) CAAN shall comply with the relevant policy level decisions regarding trainings
    conducted by International Civil Aviation Organisation and other civil aviation
    related organisations. Furthermore, CAAN shall arrange training programmes
    that address pertinent issues raised by Interternational Civil Aviation
    Organisation audit on aviation safety and aviation security.

    d) A complete HR Inventory containing detailed information such as content,


    duration, date, topic and cost of both in-house and abroad training obtained by
    the employees shall be maintained and utilized in nomitation process by using
    dedicated HR Software. Concerned Department/Divisions also shall maintain
    the training record of their staffs.

    e) Priority shall be given to scholorship programmes. Provision shall be made for


    providing a sum of equivalent to 40% of daily allowance as pocket money to
    the employees in order to encourage their participation in scholorship trainings.
    Necessary arrangement shall be made to determine the upper limit of training
    fees for the purpose of economizing the training expenses.

    f) In order to develop Civil Aviation Academy as an international training institute


    capable of delivering trainings pertaining to all disciplines needed by CAAN
    together with the trainings of international standard, as necessary, with the help
    of skilled indigenous and foreign instructors equipping CAA thereby with the
    all necessary finacial, human and technical resouces as laid down by National
    Aviation Policy – 2063 B.S.

    g) Arrangement shall be made for assigning employees on respective duty for


    minimum specified time period on those functional areas of services for which
    he/she has been nominated and trained by CAAN.

    h) Arrangement shall be made for transfer of knowledge and skill to the various
    services groups as well as production of second and third generation of human
    resources, as required, in order to make the functions of the Authority regular
    and smooth and its services nationally and internationally valid and effective.

    i) Arrangement shall be made for certification of oversight officials including


    Instructors, Inspectors and Auditors.

    3
    Human Resource Development Policy, 2070

    j) Effort shall be made to demand required training courses and enter into
    agreement /understanding thereof with national and international training
    institutes for the puropse of enhancing efficiency of the employes of CAAN.

    k) Regulatory as well as Service Provider components of CAAN shall prepare a


    separate Training Program of their own which will be implemented after
    approval from the Director General.

    l) Recruitement of the required manpower in CAAN will be made in accordance


    to section 4.1. and 4.2 of Employees Conditions for Services and Facilities
    2056.

    m) While complying with its regulatory functions effectively, if CAAN requires


    skilled manpower/experts, not adequately available within the organization,
    then CAAN shall adopt the policy of hiring adequately qualified manpowers
    and professional experts through outsourcing. Special remuneration package
    will be provided for such manpower as per the approved procedure. Untill the
    availability of such approved procedure, hiring and remuneration package of
    experts shall be as approved by the CAAN Board.

    Limitation of Policy Implementation.


    Skilled manpower shall be made available in CAAN HRD; a complete and updated
    training record shll be maintained by utilising modern technology and the record
    shall be used in nomination process; nomination process shall be free from any
    kind of undue pressure and influences; a system shall be established whereby
    training is taken more as requirement rather than an opportunity. The above
    mentioned and other relevent issues shall be addressed for effective implimentation
    of the policy.

    Monitoring and Evalution:

    CAAN Board of Directors shall conduct regular monitoring to check whether or


    not by using HR Software this policy has been effectively implemented.

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