General Protocol To be Follow During Internship 2020

General Protocol To be Follow During Internship 2020

Team Members for Work From Home Internship with AirCrews Aviation Pvt Ltd

1.No Leave will be granted to Interns, except in special cases. Please Inform us in Advance in case of any Emergency. 

2.There is a @Me_Time, when ever You want to take leave for few Hrs, days /week please inform us before so  during that time we wont disturb you with office work.
@Your Name #Me_Time 

3.Please Ping 👍 🙋‍♂️ In Group for Digi Present at 10:00 Hrs Daily

4. From Monday to Friday, work timings are 1000 hours to 1800 hours and on Saturday it is 1100 hours to 1430 hours. 

5.During the work timings, all Interns are expected to be online on WhatsApp. 

6.No dual or multiple Internship will be allowed without written permission. 

7.Primary Mode of Communication [MoC] will be WhatsApp only, there may  be video call in a few cases. While communicating with your supervisor, make use of Professional Language.

8.Kindly adhere to the deadlines and submit your task through mails.

9.At the end of the Internship, interns have to make a detailed report on the work they did and submit the same

10.Frequent meetings will be held.

11.No misconduct will be tolerated and disciplinary action will be taken. 

12.No leakage of Confidential Information will be tolerated else your internship will be subject to cancellation or legal action or both. 

13.All tasks will be viewed seriously

14. All Interns are expected to be very active on all Social Media with the updated Designation As Manager. We do not Treat our Interns like an Intern, for us all of You are hard Core Manager. 

Follow us @
Google-
https://g.page/aircrews
Linkedin-
https://www.linkedin.com/company/aircrews-aviation-pvt-ltd
Facebook- 
www.facebook.com/AirCrewsAviation
www.facebook.com/AirCrewsAviation.Pvt.Ltd
Pinterest- 
https://in.pinterest.com/AirCrewsAviationPvtLtd
Instagram- 
www.instagram.com/aircrews_aviation_pvt

15.Maintain a good peer relationship.

16.If you have any queries related to task, you may ask your mentor.

17.Basic knowledge of the Aviation industry is expected. 

18.Do not argue with the mentor in respect to Tasks, Certificates and deadlines. All Event Certificates are Subject to Completion of the Event. No Certificate will be issued before that. 

19. Everyone should have a signature and digital card with updated social media. Use Same Original DP in all Profiles. All Material Shared by Interns to ACAPL will not be possible to be removed from any public domain. Please double check before sharing your personal Information for public domain. 

20. Each one should have Bio and official Id of Aircrews Aviation Pvt Ltd. before the start of the Internship. 

21. All the work will be done through PC / Laptop, Do not use Mobile for Internship.

22.Use 1st Name to call Team Members 
No Sir / Ma'am, please. 

23.Please Maintain a Professional Decorum of Internship. 

24. Pre joining task has to be done after completing your 1st round of interview 

25. Don't share your offer letters to any 3rd person from out of the company.

26. After getting selected please add your incharges in your linkedin profile. Also update. 

27. Please do not add your college work during office hours

28. You should have proper internet connection during working hours ,if any problem please let us know before

29. Please knpow about the company's mission after you got selected

30. All Interns Who are Part of Any Event / Project Need Not to do any WorkSheets.  Work Sheets are Only for new Interns / Interns who are not part of any Active Event / Live Project Work.


All the best

Sravani Gundreddi  [B Tech, MBA]  
HR Manager
AirCrews Aviation Pvt Ltd
Www.aircrewsaviation.com
Sravani.aircrews@gmail.com
+91 89856 37576

Vcard:- 
http://sravanigundreddi.vcardinfo.com


Prachina Pattnaik  [B Tech, MBA] 
HR Manager
AirCrews Aviation Pvt Ltd
Www.aircrewsaviation.com
prachinap.aircrews@gmail.com
+91 84579 51853
Linkedin:- 
www.linkedin.com/in/prachina-pattnaik-03a9a5181
Instagram:-
https://www.instagram.com/prachina_pattnaik
Facebook:-
www.facebook.com/prachina.pattnaik

Final Report of Summer Internship Program 2020

Final Report of Summer Internship Program 2020 

To Be Submitted in 3 Copies
The Certificate will be Issue after 3-5 Working days of Final Report Submission.


1. Full Name-----------------

2. Date of Joining ----------------

3. Dept  HR / BDE / CW / FinTech / Blogging

4. No Of Days You Worked --------------

5. Educational Qualification  --------------

6. Expected Career Options --------------------

Personal SWOT Analysis
Strengths :


Weaknesses :

Opportunities :

Threats  :


7. Email        :

8. WhatsApp :

9 Name of Guides [ Optional]:


How Many Days You Actually Worked in Summer Internship Program

How Many Days You Actually Did Not Worked in Summer Internship Program

Reason for did Not Worked in Summer Internship Program ?

Did You shared all Your Published Work ?

Share All the Links where you have shared your Work ?

Why You Did not shared all Your Published Work ?

How many Worksheets Given to You ?

How many Worksheets done by You  ?

Did you shared all Your Published work on all Social Media ?

List of  Work You did in Summer Internship Program

Day      Date      Works    Given   Work Done     Remark

01
02
03
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05
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07
08
09
10
11
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13
14
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16
17
18
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20
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26
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How Many Apps / Blogs / PPTs / Graphics You made ?

Give the list of all  Apps / Blogs / PPTs / Graphics You made

01
02
03
04
05
06
07
08
09
10
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14
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How many Targets  given to you ?  What is your over all Performance ?

What Grade [ A / B / C] You deserve  ?

Reason for Grade  You deserve  ?

HR's Observations :

HR 001

How many Days He / She attended the SIP ?

What is the over all Attendence ?

How many Worksheets Given ?

What is the over all Performance  of Worksheets Given ?

How is the Social Media Performance ?

How many Targets  given ?  What is the over all Performance ?

What Grade [ A / B / C] He / She  deserve  ?

Reason for the Grade  He / She  deserve  ?

Do You Offer the candidate PPO ?  Give reason ?

Does the Candidate worth ? Give reason ?

HR 002

How many Days He / She attended the SIP ?

What is the over all Attendence ?

How many Worksheets Given ?

What is the over all Performance  of Worksheets Given ?

How is the Social Media Performance ?
How many Targets  given ?  What is the over all Performance ?

What Grade [ A / B / C] He / She  deserve  ?

Reason for the Grade  He / She  deserve  ?



Name :
Venture :
HR's  Name :
HRs Contact  No :
HR's  eMail Id  :

Name :
Institute :
TPO's  Name :
TPO's Contact  No :
TPO's  eMail Id  :


Final Report of Summer Internship Program to Be Submitted in 3 Copies to CEO, HR and TPO

The certificate will take Maximum 10 - 15 day to issue after submitting the final report. 

hr@aircrewsaviation.com

Blogging "As a Career" OR "Source Of EARNING

CASE STUDY
Blogging "As a career" OR "Source Of EARNING"

With the evolution of businesses and careers over the years, many people have taken unique approaches to earn a living. Blogging is one such approach. Over the years it has successfully developed into a professional career from just being a hobby. The answer is YES. One can definitely make an earning career out of blogging; however, it has to backed by sheer dedication, commitment and will.

Blogging, apart from being a great productive hobby, can be a good source of earning as well. It is noted that many articles try to make it look really easy – the truth is different; blogging is not really an easy way into an earning career. It might provide you with the tools and opportunities, however it requires a lot of grinding and patience to do so. It might look lucrative; however, it is tough in reality. There are risks associated with it.

Blogging can do wonders and provide you with a reliable source of earning if you are serious about it and are willing to give what it takes. Let’s see how one can be successful in this journey.

Many people are under the impression that just having a good writing style or a set of good vocabulary or an aesthetic literature in their arsenal can make them a professional blogger. However, it is not true. It is a package of all these things along with a good niche, in-depth understanding of a topic, proper knowledge of digital marketing, the art of content marketing and a good balance of advertisements and sales strategy. If the coordination among these is right, you can start earning from your blog with just the right amount of hustle.

Blogging as a profession:

One can either choose to be a freelance blogger or an employed blogger for a company. In the first case, you are more like the business owner where as in the latter you are more like an employer. Just like a business, the approach of being a freelance blogger and starting from scratch to making your way into earning for a living is more difficult than getting a job as a professional blogger and getting paid a certain amount like a salary. The risks associated with the first case is higher but at the same time the scope and opportunity of earning is much higher eventually.

Today the competition is at its peak. Therefore, you have to be really unique and dedicated to make a name for yourself. The game is tough but with the right approach and instruments, it is possible to win.

Do not get discouraged. That is necessarily the first step. In fact, it might take weeks or months or even a year to earn your very first cent. Consistency is the key. Do not lose hope and never stop grinding, because the moment you get it right and everything falls in the right track for you, you will see rewards and returns in a large scale and that is just going to be the beginning for you.

Based on your niche and your interest, you will have to produce a lot of content for your audience. Somethings that they can openly refer to and positively imply in their lives. Teach them and learn from them, know what they want and deliver accordingly. Basically, invest time behind your blog. The hard work put behind establishing the blog at a certain level is always worth it. This in turn will generate a meaningful income in the long run.

Online advertisement is on the rise and blogging helps to create and establish a good platform for publisher networks. If you have a popular blog, it might become a marketing platform for a big company as well. However, do not sell or advertise anything and everything just because you see a source of earning form there. Keep the advertisements relatable to your content directly or indirectly. Remember, Reputation is vital in long term earning. Always ensure that the product you are advertising is something that the visitors of your blog are interested in. This will produce much greater returns both in the short and long-run. Choose products that will sell well with the niche of your content and then pitch in to the advertisement provider. Moreover, if you have built and established a trust worthy relationship with your audiences, they will choose to buy from your links and references rather than some place else where they won’t have the assurance of the product or service’s genuineness.

Though you cannot start this right from the day of inception of your blog, but paid memberships can be a very honest money-making strategy from blogs. If you provide value to your visitors and subscribers, they will never hesitate to becomes paid-members of your blog. All you need to do is to create something entirely exclusive. They must learn something from these particular content pieces, they need to be meaningful and must reflect your honest personality.

There are many other ways to make an earning through blogging from writing sponsored articles to affiliate marketing. There are a number of options available, all you need to do is to make a decision and stay put to it. Before making blogging a professional career, you must have your goals clear. With the unprecedent events of this pandemic around us, blogging will be again emerging as a full-time career option for many. Blogging might look like a dream plan however it will never be an overnight success. At the right time, with the right amount of hard work, the monetary rewards will be just as amazing as the feeling of success.

Pallavi Pandey 
BDM
Aircrews Aviation Pvt Ltd
pallavipandey.Aircrews@gmail.com
Aircrews.pallavipandey@gmail.com
https://pallavipandey.vcardinfo.com
https://www.portrait-business-woman.com/2020/06/pallavi-pandey.html

https://aerosoftin.blogspot.com/2020/08/blogging-as-career-or-source-of-earning.html @Pallavi Pandey  BDM  Aircrews Aviation Pvt Ltd
#Blogging "As a #career" OR "#Source Of #EARNING   #urgent_hiring #immediate #nagpurjobs #Covid_19 #opportunity #dotnetdeveloper #fullstack #immediatejoiners  #jobseeker #hiring #jobopening #grabtheopportunity #covid_19_layoffs #layoffs 

Perception and Biases of Senior Employees

PERCEPTION AND BIASES OF SENIOR EMPLOYEES IN ORGANISATION                                                            “Though the most common assumption is that biases are bad for our decision making,                                                                      nudge theory, also known as invisible helping hands, prove it the other way.                                                        A nudge is a tool to harness the potential of an existing bias without eliminating the bias.” 
As we make observations, form opinions, and make judgments in the workplace—something every manager must do—we rely significantly on our perception. This is the process through which we take in and process information from our surroundings: what we see, hear, feel, etc.
Perceptual biases are errors that disrupt and distort the perceptual process, thus leading to faulty judgements. These can occur because we, as humans, attempt to create shortcuts of understanding. Attempting to analyze every detail of behavior would require too many cognitive resources; as such, we sometimes rely on assumptions to fill in missing information (Schneider, Gruman, & Coutts, 2012). In other words, we may not always have the full picture and will then rely upon previous experience to piece everything together. Sometimes, this process works as it should, helping to protect us from danger for example. Other times, this process operates inefficiently and may be causing us to act in ways we normally would not.
Biases:-
Though we should strive to be as fair in judgment as possible, the reality is that we all have biases that affect our judgments. Managers are certainly no exception to this rule, and a number of common biases affect how they evaluate their employees. Some of the most common are stereotypes, selective perception, confirmation bias, first impression bias, recency bias, spillover bias, ingroup bias, and similarity bias.
1-Stereotypes
A stereotype is a general opinion or assumption about a class of individuals who share a particular trait. We often have general feelings or ideas about people based on their gender, ethnic background, or age. When we form opinions or make judgments about people based on a preconceived image of people with that trait, we are not being fair and objective.
Many people have negative feelings about people of different ethnicities than themselves and treat them in a less positive manner than people like themselves. Women have also often been negatively affected by stereotypes. The workplace is not an exception to that tendency. When managers make hiring decisions or give performance reviews, for example, they are too often influenced by gender or ethnic considerations.
Two pages of a 19th century children’s book discussing ethnic characteristics
Ethnic stereotyping comes in many forms, some of which are more dangerous than others.
Age is another categorizing characteristic that is too often used in stereotypical ways. Suppose a manager is looking for a new employee for his team. He believes that company loyalty and respect for authority is very important in this new hiring decision. As he sorts through applications, the manager pays close attention to the age of each applicant. He decides not to consider any applicants who are a part of the “Generation X” age category because that generation has a reputation for not being loyal and not having high respect for authority. This type of decision-making process stereotypes people by age and does harm to applicants and the hiring organization both. Applicants of that generation are not given fair consideration for the position, and the organization may well miss out on the best applicant.
Stereotypes can also be made in such a way as to lead to favorable treatment of individuals. Though not all studies agree, many have suggested, for example, that more attractive people tend to receive better grades in school, have a higher likelihood of being hired for a job, and also earn more money on average. Also, some professionals receive more respect and better treatment simply because they are older, the assumption perhaps being that they are more experienced and thus better qualified.
2-Selective Perception and Confirmation Bias
Managers can also exhibit bias in their perception by unknowingly paying attention to only a portion of the information available to them, which is known as selective perception. For example, perhaps a manager has a keen interest in and enjoys talking about financial data. An employee owes the manager three reports, only one of which is about finances. The employee turns in two well-prepared and helpful reports, but the financial report is obviously rushed and incomplete. If the manager focuses his attention on the poor quality of the financial report (simply because it is of special interest to him), ignoring the high quality of the other two, he is exhibiting selective perception. Three examples of the employee’s work are in front of him, and he pays attention to only a part of the evidence.
Selective perception often reinforces other types of biases. If a manager has a negative opinion of an individual, he or she might be prone to pay more attention to negative behaviors or actions from that individual and ignore the positive actions that would contradict the opinion. When selective perception is employed to confirm existing opinions, it is known as a confirmation bias.
3-First Impression Bias
Managers are also selective in many other ways, one of which involves giving too much prominence to their first impression of an employee. In this situation, the initial judgments the manager makes about the employee, often with very limited information, shape and control how he or she interprets and views future evidence. Even when the future information would seem to contradict the initial picture, the manager might be unwilling to change the perspective.
4-Recency Bias
The recency bias is somewhat of the opposite of the first impression bias. In this case, the manager’s focus is unduly balanced in favor of an employee’s most recent activities. This often happens in the cases of annual performance reviews. It can be difficult to keep an entire year’s activities in full view, and often the employee’s most recent activities are over-weighted. If recent activities are negative, they can easily overshadow many months’ worth of strong previous performance. Likewise, poor past performance might be mostly forgotten if the employee has recently excelled.
5-Spillover Bias
Like the first impression bias, spillover bias can skew a manager’s perspective by paying too much attention to past information. This bias usually relates to a prominent episode in the employee’s past activities that comes to dominate the manager’s thoughts about that employee. Perhaps the employee played a starring role in a wildly successful project, and the manager always thinks of the employee in terms of that success, even if the employee consistently underperforms after that. Inversely, if the employee is unfortunate enough to be guilty of a major failure or blunder, it might be difficult for him or her to change the manager’s opinion in the future, even if the employee consistently provides excellent work thereafter.
6-Negativity Bias
The negativity bias is an unfortunately common characteristic of human nature. When we are presented with information about a situation, some of which is positive and some of which is negative, we are prone to give more attention to the negative information. Though it is not fair, the negative information predominates our thoughts and moves us to form imbalanced conclusions on the negative side.
7-Ingroup Bias
The ingroup bias is basically a way in which managers might tend to show favoritism in judgment. Those who have been fortunate enough to be accepted in the manager’s “in” circle receive special positive judgments, while those not in that circle do not. The strength of this influence can vary dramatically, of course, and it may or may not be true that an actual negative perspective is displayed toward those not in the group.
8-Similarity Bias
The similarity bias reflects the human tendency to focus on ourselves and prefer those who are like we are. It leads managers to give special, positive attention and judgments to those who somehow remind the manager of himself or herself. Perhaps the employee shares an interest with the manager, such as a hobby they have in common, or maybe the manager and employee come from the same home area or attended the same college. The manager might recognize similar personality traits in the employee, or the employee somehow reminds the manager of a younger version of himself or herself. These identifications can lead to the manager giving preferential treatment to the employee.
We are going to find out the kinds of unconscious biases and their repercussions below:
1)Conformity bias
We are social beings and conforming to the group we belong to is our primal instinct. Conformity or very popularly known as herd mentality, where the opinions of a group influence the individual beliefs can be observed in all of us. Conformity might not always be a fruit of herd mentality, but an unconscious following of certain systems and beliefs might be due to ingrained values and beliefs, or just plain ignorance and unwillingness to question things. For example, when an HR tries to put forward a new plan of action, they might have to face many challenges due to conformity bias. However, if they use the same theory to their advantage and get the most influential person in the group, it becomes more natural to spread the word and get it approved.
2)Beauty Bias
Creating a perception of a person looking at their personality is what defines beauty bias. Now, this is not just with respect to the external appearance but an overall first impression that a person makes. We might consider someone with a great persona to make a great role model or choose someone who resonates the previous person who had that role. A great example would be while interviewing people, the first candidate walks in with a tucked in shirt would stand out more than a person wearing casuals. Beauty bias is something which cannot be erased completely. However, we can make sure to not indulge in personal details and look at the experience and contributions of the person towards the organization. 
3)Affinity bias
When we feel we have an affinity with someone we see and have known them in the past, or they remind you of someone you know or like and give them the advantage for that, it is called affinity biases. For example, when a person we share some affinity with says they are nervous about the interview, we would be warmer and offer more words of encouragement. However, if with the other person we do not share a connection would not be treated the same way. You can reverse this by assessing or nudging yourself and identifying your cultural filters and expectations of performance. Affinity bias may also arise out of having common likes and dislikes as we automatically like the other person more when they have similar dislikes and likes. 
4)Halo effect
You recognize a person for the way they present their achievements or excelled in their field of career. Therefore, you are in awe of the personal achievements an all decisions are based on that achievement. This is called halo effect. It is also related to anchoring bias as your thoughts and presumptions about the person are influenced by the person’s representations of his/her achievements and failures. A simple example is how we assume one person who is good at something to excel at other tasks and the one who fails is associated with failure or looked at skeptically. This could be nudged in an organizational context, as we can record all the achievements and shortcomings and visit it again during appraisal to avoid last minutes impressions that usually influence appraisals.  
5)Horn-effect
Horn-effect is the complete opposite of halo effect. You feel an instant dislike towards the person for no particular reason and the thought clouds our better judgment to make the right decision. When we meet a person, who is too soft-spoken or speaks very slowly, they are generalized as unintelligent or not fit for the profile of executive. This effect leads to biases as we associate certain attributes to certain qualities, like in the above case soft-spoken ability is associated with unintelligence. 
6)Similarity Bias
We all like to be surrounded by similar minds who share the same views as ourselves, especially when it comes to fundamental aspects. This is called as similarity bias. And as a result, might hamper the process of hiring. For example, people from same state, caste or religion have an instant connection which blindsides other aspects of the conversation.
7)Contrast effect
Contrast effect happens when people have taken many interviews and spend longer time going through many CV end up comparing resumes and how other people performed compared to the ones you thought to have done exceptionally well For example, when a good sales performer walks in late to work, he might not be questioned but, on the other hand, an agent who is an average performer might get into trouble for coming in late to work.
8)Attribution bias
Attribution bias can be described as the attitude that ‘success belongs to me; failures are others’ doing’, in short, playing the blame game. It is very easy to feel in a competitive environment that others are being noticed with half the efforts, yet get the perks and the praises while your hard works have gone unnoticed. For example, when a person is courteous, we often get suspicious of their intentions.
Why bias in bad:-
Biases is bad because of following
#Curbs diversity: As can be easily deduced from how unconscious bias works, it results in people from similar backgrounds and identities eventually sidelining anyone who’s different. This could be disastrous for business, as the team has limited skill and cultural diversity– which will eventually affect overall productivity.
#Obscures flaws: Bias could affect the way we review the performance of employees. For example, it would lead to certain employees to be evaluated more favourably than others. As the said employee’s flaws thus remain hidden, it becomes difficult to work on improving performance and developing better skills.
How to eliminate bias in your workplace:-
1.Identify the bias hotspots
Firstly, have a look at all the processes and procedures that occur in your organisation. From making hiring decisions to analysing employee performances, identify the processes which rely highly on human interaction and judgment. It’s likely that these are the most bias-ridden. Additionally, you can survey employees to examine employee opinions about how inclusive they feel the workplace is.
2.Talk about the problem
Due to the nature of human psychology, it’s almost inevitable to have some form of unconscious bias at play in the office. However, it’s important to acknowledge that this problem exists, as trying to cover up the presence of bias can be highly counterproductive. Engage senior executives and managers in discussing the impact of bias, and together develop new practices and tips to increase impartiality. Azmat Mohammed, director general of the Institute of Recruiters said, “the reality is that people carrying out interviews, at the next stage on from applications, are humans. The thing is for them to be able to analyse their own biases. Everybody has them and businesses are working to address this issue.”
3. Involve everyone in designing a solution
Once the main bias-prone processes have been identified, engage all relevant team members to design a solution. Decide what the best way forward would be, to reduce partiality and boost fairness. For example, Deloitte has introduced a new graduate selection method in order to reduce “unconscious bias.” Recruiters at Deloitte will now not know where candidates went to school or university. Depending on your organisation’s functioning, develop innovative solutions to tackle bias.
4. Increase awareness
Prevention is always more convenient than cure, so invest resources in increasing your team’s awareness about how bias affects the organisation. Encourage better communication and relationship-building between employees of various backgrounds, to lessen pre-determined notions. Additionally, those in charge of evaluating employee performances should acknowledge the possibility of their decisions being influenced by unconscious bias, and should consciously work to avoid it.
5. Review the results
Once you’ve adopted strategies to eliminate bias at the workplace, review how effective these have been. The best way to do this would be to use data from employee opinions, experiences and feedback, which can provide a much more objective outlook about how effective the anti-bias measures have been.


Isha Srivastava
Manager HR
Aircrews Aviation Pvt. Ltd.
www.AircrewAviation.com
ishasrivastava.aircrews@gmail.com
aircrews.ishasrivastava@gmail.com
Vcard:-
ishasrivastava.vcardinfo.com
Bio :-
https://www.portrait-business-woman.com/2020/06/isha-srivastava.html
Follow me on:
Linkedln:- 
https://www.linkedin.com/in/isha-srivastava-626666193

https://aerosoftin.blogspot.com/2020/08/perception-and-biases-of-senior.html
Isha Srivastava  Manager HR  Aircrews Aviation Pvt. Ltd.

Aviation Training After COVID-19

Aviation Training After COVID-19

Although times right now seem bleak with the Corona Virus gripping hold of our lives, there will be a future for aviation and training past this crisis. In this blog I will give my thoughts on what I believe the world of aviation training should learn from this situation and how our industry can be better prepared when the next crisis strikes.
Most leadership is currently focused inwards on preserving cash, jobs and in general, the future of individual companies. We saw similar trends during 9/11, SARS and several global economic downfalls. However, if this pandemic has taught leaders anything, it’s that picking up exactly where we left off before the crisis is no longer the way forward. We must be prepared with better plans instead of waiting for “the next time” while still woefully unprepared. Leaders should take this time to reevaluate the global trends of our industry and take proactive action instead of letting this valuable lesson go to waste. Therefore, please see this blog as a call to action rather than assignment of blame and looking backwards.

I invite you to work with me in creating an aviation training infrastructure and regulatory environment that supports a Competency Based way of working, taking into consideration items such as carbon footprint, new technology and other pressing issues.

 First and foremost, we have to understand the current global trends, which can be identified as follows:
Due to the cost to purchase, place, maintain and operate Full Flight Simulators, many airlines train at locations away from their (main) base. The travel restrictions that were put in place for the corona virus and those that continue to halt flights emphasize that traveling to train is not something that can be maintained. Simulators need to be more accessible so that training is not put to a halt in a situation like this. In addition, jetting your crews around the country or even the world is not only costly from a financial perspective but also increasingly under scrutiny from an environmental one.
The situation we are forced into due to COVID-19 also shows that many things previously done in classrooms or simulators can be done online, through virtual collaboration and in an integrated way, while still maintaining all social distancing. New technologies have long created this opportunity but have been more or less ignored as non-compliant or non-essential. However, given our current experience using these technologies, they should be considered as an essential part of future training. Remote learning is taking over everywhere except in aviation. We are only starting to explore this option as a last resort in the industry even though we already have the ultimate situation to profit from such technologies and capabilities.
Despite the evolution of very capable non-motion simulator devices, the mainstay of aviation training is still performed in Full Flight Simulators that were developed 35 to 40 years ago and have seen very little or no advancement since then. Although they were state of the art in the past, many other viable simulator options are available for modern day training and can be utilized to reach all the same training objectives for a fraction of the cost. EASA is already developing a regulation to allow a training organization to match training objectives to a device that is suitable to meet those, rather than requiring all training to be completed in an FFS. Training in an FFS has very little, if any, advantage over high quality, non-motion training.
The use of Compliance Based Training and Testing (tick-the-box) and the stringent restrictions placed by regulations and regulators worldwide stifle new and better training. In the current situation, where training according to the old-fashioned paradigm is not possible, we see a possibility opening up to assess pilot competency in other ways. I believe this is long overdue and should urgently find its way into global regulations.
Nobody knows exactly what the aviation industry post COVID-19 will look like. There are many questions that need to be asked, of which the following are just the start, but should shape the conversation:
• Will there still be a pilot shortage?
• Will short distance travel by airplane be banned or replaced by alternative modes of transportation?
• Will there be an increase in speed of approval of unmanned flights?
• What will be the fleet makeup of the airlines that have currently parked their airplanes look like?
• Will state aid lead to additional restrictions or maybe, opportunities?
• Will airlines push fleet renewal despite record low oil prices, etc?
The answers to these questions are difficult or impossible to predict, but what we do know is that we need to be prepared as an industry to deal with these disrupting issues.

Therefore, I urge ICAO, IATA, global regulatory agencies and all interest groups to join me in a complete review of the current training paradigm in professional aviation so that when the next crisis is at the forefront, we are better prepared than ever. Now is the time to renew our effort to train better, cheaper and with a lower carbon footprint to ensure aviation training is a viable option for our high school and college graduates whom we so desperately need as the next generation of aviation professionals.

Sakshi Singla MBA
Manager HR
Aircrew Aviation Pvt. Ltd.
sakshiaggarwal.aircrew@gmail.com
aircrew.sakshiaggarwal@gmail.com
https://sakshiaggarwal.vcardinfo.com
https://www.portrait-business-woman.com/2020/06/sakshi-aggarwal.html

https://aerosoftin.blogspot.com/2020/08/aviation-training-after-covid-19.html
Aviation Training After COVID-19
by  @Sakshi Singla MBA  Manager HR  Aircrew Aviation Pvt. Ltd.

Modern Training Methods adopted by Organisations - Pre Covid and Post Covid

No doubt, you’ve been hearing from a lot of organizations about how they are dealing with the challenges associated with COVID-19, including us. It seems this is just the beginning of this conversation, as Coronavirus looks to be a long path stretching before us all.

As training leaders, we’re finding ourselves in the epicentre of the agility organizations require to adjust and adapt operations in response to the pandemic. Training operations, in particular, have been deeply impacted as many industries that rely upon in-person training experiences to drive their business and remain compliant.

Even prior to COVID-19, companies were envisaging the future as a survival struggle.

Hard-to-digitize and people-dependent sectors are the least resilient.

The crisis is an opportunity for companies and employees to reinvent themselves.

Survivalists know the importance of two key traits: preparedness and resilience. And so, it is with companies. It is clear, for example, that early adopters of digitally enabled working are in better shape than others to face the challenges imposed by the coronavirus.

Pre-outbreak, Amazon had invested heavily in HR technology for new hires, allowing the company to on board 1,700 new employees on a single day recently. Resilience-wise, the concept of kurzarbeit, or reduced working hours, has new followers.

In 2008, Germany’s manufacturers used the downtime to retrain workers and retool. The approach is credited with helping German industry to bounce back quickly after the financial crisis while others lagged.

Even before the current uncertainty, organizations’ plans for a downturn signalled that they were turning future-of-work strategies into survival tactics. In the event of unfavourable macroeconomic conditions, companies said they planned to increase strategic partnerships (40%), use more variable talent pools (39%), and invest in automation (34%), according to Mercer’s 2020 Global Talent Trends Study.

Though the present crisis has intensified the survivalist mood, with the spotlight on furloughs, retrenchment and public health, harnessed well the pandemic can spur a welcome rupture with business as usual. By diving into data on companies’ plans for 2020, together with what organizations are doing right now, we can glean insights into which businesses are best placed to survive, and which skills will allow for reinvention post-COVID-19.

Vaishali Saini
HR Manager
Aircrews Aviation Pvt. Ltd. 
vaishalisaini.aircrews@gmail.com
https://vaishailisaini.vcardinfo.com
LinkedIn:-
https://www.linkedin.com/in/vaishali-saini-b76236192
Facebook:-https://www.facebook.com/vaishali.saini.505
Instagram:-
https://www.instagram.com/vaishali_saini98/

Bio:-
https://www.portrait-business-woman.com/2020/07/vaishali-saini.html

   
https://aerosoftin.blogspot.com/2020/08/modern-training-methods-adopted-by.html
@Vaishali Saini  HR Manager  Aircrews Aviation Pvt. Ltd. 
Modern Training Methods adopted by Organisations - Pre Covid and Post Covid

Worksheet for day 018 AeroSoft Corp

Worksheet for day 018 AeroSoft Corp 

1000 Hrs To 1100 Hrs  ♀
Open and Check your Gmail, WhatsApp, Facebook, Twitter, Pinterest, Quora Open and Reply or share do the needful.

Good Morning Interns🌄
This worksheet is for the weekend and it comprises of realtime task.
1. Design and develop your digital resume

All this has to be submitted tomorrow. Therefore it is your weekend Worksheet. Reach out to me in case of any difficulty.
After Completion of the work, kindly send Report in [ Copy + Paste Only ]
Mail your work to the below mentioned address.
info@alfaBloggers.com,
Pallavi@alfaBloggers.com,
sonaliraikar.aircrews@gmail.com

Er Pallavi Naik
COO
AeroSoft Corp
+91 - 9981724637
https://pallavinaik.vcardinfo.com/
pallavi@alfabloggers.com
pallavinaik.aerosoft@gmail.com
aerosoft.pallavinaik@gmail.com


Sonali Raikar [BE]
IT Manager HR cum CTO
AeroSoft Corp 
sonali.raikar@aircrewsaviation.com
www.AirCrewsAviation.com
Vcard
https://sonali-raikar.vcardinfo.com/
Bio
https://www.portrait-business-woman.com/2020/04/sonali-raikar.html