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From page 19... ... 15 3. Overview of Research Ideas Based on the previously described methodology, four high-level themes for the Airport Administration and HR Research Roadmap were developed. Read the entire page →
From page 20... ... 16 structures, airports are considering the most optimal organizational structure. Updating the organizational structure may also be necessary in response to changing political, environmental, or economic events. Read the entire page →
From page 21... ... 17 work arrangements often fail to match younger employees' expectations and may be perceived as undesirable. To help improve retention, airports seek ways to best appeal to the workforce they want to attract and retain. Read the entire page →
From page 22... ... 18 a well-understood and effective organizational structure can greatly help airports in meeting goals and facilitate the delivery of services. o Timeline Recommendation: 0-2 years o Related Research  Kenville, K Read the entire page →
From page 23... ... 19 involve interfacing with urban planning in cities. Awareness of what responsibilities lie with which party in these situations and others for maximum efficiency on both sides would be beneficial for airports to understand. Read the entire page →
From page 24... ... 20 this information. As part of this, some airlines are turning to technology to streamline application processes due to the increased volume of applicants to various airport jobs. Read the entire page →
From page 25... ... 21 hack airport systems to cause harm in daily operations. Developing or acquiring training programs to educate all employees of these potential technological threats will become more necessary. Read the entire page →
From page 26... ... 22  Workforce Skill Gaps Due to Technology o Airports are concerned that certain skillsets that have previously been useful are becoming less critical as new technologies are able to perform such tasks more efficiently and effectively. These typically include skills associated with more routine tasks such as data entry. Read the entire page →
From page 27... ... 23  Société Internationale de Télécommunications Aéronautiques. Read the entire page →
From page 28... ... 24  Jesuthasan, R & Boudreau, J Read the entire page →
From page 29... ... 25  Cascio, W & Montealegre, R Read the entire page →
From page 30... ... 26  International Air Transport Association. Read the entire page →
From page 31... ... 27 Talent Acquisition and Management This theme includes research ideas that present information about how to attract employees to airports, compete for talent within local job markets, engage in succession planning, and implement Diversity and Inclusion initiatives. The identified research ideas include the following:  Talent Acquisition Methods for Long-Term Sustainability o There is significant anticipation over demographic changes in the workforce and the impact these changes will have on airports. Read the entire page →
From page 32... ... 28 gender, there are many different ways in which employees can be diverse, including differences in age, educational levels, socio-economic status, work styles, marital status, parental status, and military service, among other areas. Given the growing, shifting, diverse populations in the U.S., the perspective of a variety of groups (e.g. Read the entire page →
From page 33... ... 29 o Timeline Recommendation: 0-2 years o Related Research  Ricondo & Associates, Inc., Booz Allen Hamilton, Inc., George Mason University, and National Service Research. Read the entire page →
From page 34... ... 30  Harl, T Read the entire page →
From page 35... ... 31 challenge, competing for local talent in occupations popular across industries (e.g. IT, electricians) Read the entire page →
From page 36... ... 32 overall compensation packages can be developed to be more competitive or appealing to applicants. For example, airports could identify benefits that employees find appealing (e.g. Read the entire page →
From page 37... ... 33  Council of University Transportation Centers. Read the entire page →
From page 38... ... 34  Wahl, C Read the entire page →
From page 39... ... 35 across airport jobs will help as airports seek out new job candidates and work to expand their applicant pools to include new sources of employees. Having minimum job requirements clearly detailed helps to ensure that the right people apply for jobs, and there is a pre-existing understanding of the type of job applicants who will be well-suited for airport jobs. Read the entire page →
From page 40... ... 36 employee knowledge, skills, and abilities (KSAs) and the associated competencies. Read the entire page →
From page 41... ... 37 time) , to access specialized skills, or to deal with a loss of in-house staff (e.g., due to retirements, inability to hire) Read the entire page →
From page 42... ... 38 of the National Academies, Washington, D.C. http://www.calairports.com/ACRP%20Report%2020%20%20Strategic%20Planning%20in%20the%20Airport%20Industry.pdf  Effective Methods to Incorporate Institutional Knowledge Transfer into Training o Sources show that there will be a lack of well-qualified, trained and/or certified personnel to meet the needs of current and retiring personnel replacements due in large part to retirements of earlier generations, changing demographics, and the rising demands of world aviation employee numbers. Read the entire page →
From page 43... ... 39  Critical Issues in Transportation 2019. Transportation Research Board. Read the entire page →
From page 44... ... 40  International Air Transport Association. Read the entire page →
From page 45... ... 41 Airport Administration and HR Research Roadmap Sub-Topics Sub-Topic High-Level Theme Associated Research Ideas Career Pathways and Succession Planning Administration and HR Context  Best Practices, Policies, and Procedures for Effective Administration and HR Departments Talent Acquisition and Management  Talent Acquisition Methods for Long-Term Sustainability  Increasing Applicant Interest in Airport Jobs  Airport Succession Planning Guidance and Best Practices  Airport Talent Acquisition Guidance: Remaining Competitive in Local Markets  Understanding the Source of Current Airport Talent  Determining Minimum Qualifications for Airport Jobs to Facilitate Recruitment Training and Development  Best Practices for Airport Knowledge Management and Knowledge Transfer  Incorporating Talent Development and Career Planning into Strategic Planning Initiatives Change Management Administration and HR Context  Best Practices for the Changing Nature of Airport Administration Work Impact of Technology  Workforce Skill Gaps Due to Technology  Most Effective Use of Technology  Impact of Automation and Artificial Intelligence on Administration and HR Talent Acquisition and Management  Airport Workforce Planning Timing and the Development or Updating of Staffing Models Training and Development  Best Practices for Airport Knowledge Management and Knowledge Transfer Diversity Administration and HR Context  Best Practices, Policies, and Procedures for Effective Administration and HR Departments  Implementing a Positive Culture and Enhancing the Employee Experience to Improve Retention Talent Acquisition and Management  Enhancement of Diversity and Inclusion Initiatives and the Impact on HR Processes  Airport Talent Acquisition Guidance: Attracting and Retaining Employees Across Generations Employee Competencies Administration and HR Context  Future of Administration and HR Performance Appraisals Read the entire page →
From page 46... ... 42 Airport Administration and HR Research Roadmap Sub-Topics Sub-Topic High-Level Theme Associated Research Ideas Impact of Technology  Addressing IT and Cybersecurity Staffing Needs  Cybersecurity Training for Airport Staff  Workforce Skill Gaps Due to Technology  Impact of Technology Trends on Operations  Impact of Automation and Artificial Intelligence on Administration and HR  Impact of Technology on Future Recruitment and Necessary Skillsets Talent Acquisition and Management  Guidance on Creating Policy to Address External Hiring vs. Internal Training  Determining Minimum Qualifications for Airport Jobs to Facilitate Recruitment  Using Predictors of Performance to Make Employee Selection Decisions  Standardization of Airport Job Descriptions and Pay Grades/Scales  Guidance on Creating Policy to Effectively Allocate Duties to Contract Employees vs. Read the entire page →
From page 47... ... 43 Airport Administration and HR Research Roadmap Sub-Topics Sub-Topic High-Level Theme Associated Research Ideas Talent Acquisition and Management  Enhancement of Diversity and Inclusion Initiatives and the Impact on HR Processes  Airport Talent Acquisition Guidance: Attracting and Retaining Employees Across Generations Training and Development  Effective Methods to Incorporate Institutional Knowledge Transfer into Training Organizational Structure Administration and HR Context  Best Practices for the Changing Nature of Airport Administration Work  Ideal Organizational Structure Based on Airport Characteristics  Setting Strategy in Airport Administration and HR Departments  Distribution of Responsibility Between Airports and City/Municipality/County Impact of Technology  Addressing IT and Cybersecurity Staffing Needs Talent Acquisition and Management  Incorporating Flexibility in Talent Acquisition into HR Systems  Guidance on Creating Policy to Effectively Allocate Duties to Contract Employees vs. In-House Employees Performance Management Administration and HR Context  Future of Administration and HR Performance Appraisals Impact of Technology  Ethical Boundaries in Using Technology  Best Practices in Managing a Highly Connected Workforce Talent Acquisition and Management  Best Practices for Airport Employee Performance Management Recruitment and Retention Administration and HR Context  Implementing a Positive Culture and Enhancing the Employee Experience to Improve Retention Impact of Technology  Airport Positions to Manage Social Media  Impact of Technology on Future Recruitment and Necessary Skillsets Talent Acquisition and Management  Talent Acquisition Methods for Long-Term Sustainability  Increasing Applicant Interest in Airport Jobs  Airport Talent Acquisition Guidance: Remaining Competitive in Local Markets  Understanding the Source of Current Airport Talent  Methods of Providing Competitive Compensation to Enhance Talent Acquisition  Airport Talent Acquisition Guidance: Attracting and Retaining Employees Across Generations  Determining Minimum Qualifications for Airport Jobs to Facilitate Recruitment  Incorporating Flexibility in Talent Acquisition into HR Systems Read the entire page →
From page 48... ... 44 Airport Administration and HR Research Roadmap Sub-Topics Sub-Topic High-Level Theme Associated Research Ideas Technology Impact of Technology  Securing Sensitive Data  Addressing IT and Cybersecurity Staffing Needs  Cybersecurity Training for Airport Staff  Technology Use in Administration and HR  Workforce Skill Gaps Due to Technology  Most Effective Use of Technology  Impact of Technology Trends on Operations  Impact of Automation and Artificial Intelligence on Administration and HR  Ethical Boundaries in Using Technology  Impact of Technology on Future Recruitment and Necessary Skillsets  Best Practices in Managing a Highly Connected Workforce  NIST Cyber Framework in Aviation Training and Development  Identification of Employee Training for Upcoming Technology Workforce Development Administration and HR Context  Best Practices for the Changing Nature of Airport Administration Work  Implementing a Positive Culture and Enhancing the Employee Experience to Improve Retention Impact of Technology  Cybersecurity Training for Airport Staff  Technology Use in Administration and HR  Most Effective Use of Technology  Impact of Technology Trends on Operations  Impact of Automation and Artificial Intelligence on Administration and HR  Airport Positions to Manage Social Media  Impact of Technology on Future Recruitment and Necessary Skillsets Talent Acquisition and Management  Guidance on Creating Policy to Address External Hiring vs. Internal Training  Incorporating Flexibility in Talent Acquisition into HR Systems  Using Predictors of Performance to Make Employee Selection Decisions Read the entire page →
From page 49... ... 45 Airport Administration and HR Research Roadmap Sub-Topics Sub-Topic High-Level Theme Associated Research Ideas Training and Development  Best Practices for Airport Knowledge Management and Knowledge Transfer  Effective Methods to Incorporate Institutional Knowledge Transfer into Training  Identification of Employee Training for Upcoming Technology  Identification and Prioritization of Skills for training for Various Airport Positions  Identification of Effective Training Methods  Development of Airport-Specific Training Across Occupations  Incorporating Talent Development and Career Planning into Strategic Planning Initiatives Workforce Planning Administration and HR Context  Best Practices, Policies, and Procedures for Effective Administration and HR Departments  Setting Strategy in Airport Administration and HR Departments  Distribution of Responsibility Between Airports and City/Municipality/County Impact of Technology  Addressing IT and Cybersecurity Staffing Needs  Impact of Technology on Future Recruitment and Necessary Skillsets Talent Acquisition and Management  Airport Workforce Planning Timing and the Development or Updating of Staffing Models  Using Predictors of Performance to Make Employee Selection Decisions  Guidance on Creating Policy to Effectively Allocate Duties to Contract Employees vs. In-House Employees Training and Development  Incorporating Talent Development and Career Planning into Strategic Planning Initiatives Read the entire page →

From page 19...

... 15 3. Overview of Research Ideas Based on the previously described methodology, four high-level themes for the Airport Administration and HR Research Roadmap were developed.