1. PEOPLE MANAGEMENT DEVELOPMENT PROGRAM
IATA PMDA PROGRAM

2. WHERE ARE YOU NOW
Management must recognise that developing its Core Business activities could only come through its greatest asset its “PEOPLE” and that Management must be Accountable and Results Oriented

3. OUR SYSTEMS NEEDED TO BE INTEGRATED AND PERFORMANCE OUTCOMES ACHIEVED THROUGH COMPETENCIES AND SUSTAINABLE MANAGEMENT PRACTICES AND AT THE SAME TIME THE AIRLINE ENSURING THAT ONGOING COMPLIANCE STANDARDS ARE BEING MAINTAINED

4. WHAT IS PMDA?

5. PMDA is a People Management and Development Program for Airlines

6. PMDA OVERVIEW

7. THE PMDA TARGET AUDIENCE
Human Resource Managers
Executive and Senior Line Managers
Training Managers
High Potential Employees
Line Supervisors
Leadership Program Managers, etc.

8. ESTABLISH AN AIRLINE TASK FORCE USING THE GUIDING PRINCIPLES OF IATA PMDA

9. Each task force participant’s role within the airline is to be clearly defined and from the program & each participant becomes aware of what each performance expectations are to be

10. Responsibilities of the PMDA Task Force

11. FOR MANAGEMENT
An Airline requires an Operationally Smooth –Effective and Efficient Business Environment and a Coordinated Performance Management Program that could be Implemented within all Operational Departments

12. The PMDA Manager within each department is required to:
Become a Driving Force within each Team
“Become a Change Agent”
Provide performance feedback Communications with the CEO

13. The Role of Each Manager is to become a Change Agent
Creating a Smooth Business Environment and Coordinate the Implementation
Identifies (and secures) resources
Resource Linker
Creates an environment where the need for change is understood
Catalyst
Change agent.
That means, during the implementation phase you will facilitate the transition between the current ways of doing things to the new way you and the team will have deigned it.
You will (when necessary)
secure resources and expertise to facilitate the implementation of the new process
Act as a catalyst to create a positive environment and explain, communicate the need and objectives of this new process
Ensure things are progressing the way they should, that the implementation steps that were defined during the implementation strategy definition are effectively and correctly executed
Resolve problems or issues that may appear in the course of implementation
Ensures smooth progression through the change process
Process Helper
Resolves issues that may hinder the success of the change
Solution Giver/Gatherer
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14. PMDA Methodology *Step 1 Analyze the performance gaps against PMDA
Plan actions (focus on airline’s priorities)
*Step 2
Develop new processes
*Step 3
Measure progress and results

15. WE WILL RECOGNISE THROUGH THE COMPLETION OF A
S.W.O.T. Analysis Our
INTERNAL
STRENGTHS
WEAKNESSES
EXTERNAL
OPPORTUNITIES
THREATS
The SWOT tool is very useful to analysis organization, situations or decisions
Strengths and weaknesses are focusing on what the company is facing internally
Opportunities and threats are focusing on what the company is experiencing / facing externally
I give you 45 minutes. (they will take more ;-)
5 minutes for the “Helicopter view” of your company
30 minutes for the SWOT
10 minutes for the vision
Each team will have a flip chart and paper sheets.
Organize your time. Nominate a “time keeper” and the presenter.
The teams are (count around the table 1, 2, 3 all the 1’s form a team, all the 2’s form another team…)
Presentation will be 10 – 15 minutes each
(go back to previous slide to restate what the presentation must include)
Any question please call me

16. From the PMDA Program we can
Create a Business Purpose that
serves as the best work practice guide
To Achieve :
Strengthening of the existing HR processes
Implement a new HR Service delivery model
Ensure best practices are implemented
Enhance the overall people performance
Instill a positive development culture
Provide an infrastructure framework as a catalyst for business growth
Based this analysis, IATF together with ITDF developed the PMDA program to serve as the best practice guide for the management and development of HR resources in the airlines. Even though this program has been designed by and for airlines, the same principles and approaches are completely valid for the other companies.
Its objectives are to:
(Read slide and explain if necessary)
The end result of implementing PMDA should and will result in a better work atmosphere inducting a better motivation of staff for a higher productivity becoming a catalyst for profitability growth

17. Recognized Benefits of the PMDA Program
By:
Building on the existent
Reducing silos’ approaches
Developing synergies between departments and other organizations
Developing a solution adapted to the local culture and constraints
How is PMDA organized?
The objective is not to eliminate and replace every thing you are currently doing with new ways of doing them: It will build on the existent.
It will create an environment for sharing experiences and improve the synergies between groups
It will you define a solution adapted to your needs, priorities, culture, constraints, ..

18. PMDA Program’s Ultimate Objective
Instill a sense of engagement with:
Employees
Managers
Executives
Based this analysis, IATF together with ITDF developed the PMDA program to serve as the best practice guide for the management and development of HR resources in the airlines. Even though this program has been designed by and for airlines, the same principles and approaches are completely valid for the other companies.
Its objectives are to:
(Read slide and explain if necessary)
The end result of implementing PMDA should and will result in a better work atmosphere inducting a better motivation of staff for a higher productivity becoming a catalyst for profitability growth
Recognized that all employees are all responsible for our success

19. THROUGH PMDA WE ARE COVERING ALL THE BASES
With the objective to improve the company’s profitability and growth, the management of HR must be supported by “Driving forces”:
Customer orientation: employees must understand that they ALL work for a customer being internal or the external ultimate client
Cultural intelligence: employees must understand the cultural differences between the people we serve and adapt their behaviors / attitudes to match these cultural differences
Profitability mindset: We are all actors of the company’s profitability. If not profitable a company disappear in the long term.
Change management: Employee must be open to changes, the world is not static, it is in a perpetual movement
Employee satisfaction: is definitively a key to the company’s success and growth.
We will develop all these driving factors or catalyst for success through training activities but mainly through communication. Communication of company’s results, communication of major successes, training or communication on cultural differences… and so on (add examples)

20. THE END RESULT WILL BE The Airline will be seen to be MOVING FORWARD
DOING MORE
DOING BETTER
ULTIMATELY THE AIRLINE WILL IMPROVE OVERALL PRODUCTIVITY