民航業培訓駕駛員甄選工具之研究-以Ａ航空公司為例

Abstract

民用航空業為一個具高度資本密集、專業性與政府管制性之運輸服務業。隨著台灣民航運輸產業的擴張，造成民航駕駛員需求大增，民航業界相繼展開「培訓駕駛員」訓練計劃，以滿足航空公司民航駕駛員的人力需求。「培訓駕駛員」之養成訓練成本十分高昂，但以台灣民航業A航空公司之「培訓駕駛員」訓練計劃而言，其退訓率不低、或是受訓學員訓練加課情況嚴重，導致超額訓練成本，也意味鉅額訓練成本支出的無效益化。 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。 人員甄選的目的是要遴選出合適的人才以提升企業競爭力，企業應清楚何種甄選流程與工具能衡量出何種特質，而何種特質又是企業所需求的。而如何在多樣的甄選工具中，確認企業的真正需求，即是本研究的探討主軸。 本研究以台灣民航業之A航空公司作為實際分析之目標，針對其「培訓駕駛員」甄選模式之測驗工具進行效標關聯效度之驗證，欲了解實務上於人員甄選階段之運作情形，著重於「培訓駕駛員」之甄選測驗成績與其日後基礎飛行訓練訓練結果之關聯性。本研究採用A航空公司所採用之甄選測驗工具，包含面試、英文測驗、多益測驗、數學測驗、物理測驗、感覺飛行評估、高登人格測驗和羅式職業性向測驗，A航空公司「培訓駕駛員」之甄選測驗成績，以及基礎飛行訓練完訓與否等三種資料進行分析，取得之有效母體為222份，並於研究分析後歸納出下列建議：

1.感覺飛行評估、面試與數學測驗等測驗工具於使用上可給予較高的權重。

2.多益測驗成績可提供參考。

3.物理測驗與英文測驗等測驗工具可再評估使用與否或修訂。

4.人格測驗之工具可重新選擇或僅供參考。

5.職業性向測驗可稍作修正後繼續使用。

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.