The Company
Uncompromising quality
Luckily, there are several layers of control over air traffic. International regulatory organizations make the rules, and in Denmark it’s the Danish Civil Aviation Administration (CAA-DK) that ensures that the rules are followed. CAA-DK performs several regulatory functions in Denmark, including safety, security, airspace, and economic and performance regulation. CAA-DK employs more than 220 people, including administrative employees, engineers, and other highly-specialized experts.
Foundation rests on a clear strategy
CAA-DK's mission is to build a basis for safe civil air traffic, and the vision is to do it in effective, symbiotic collaboration. The company's values, Responsibility, Teamwork, Flexibility, Respect and Motivation are actively used and permeate all management and development at CAA-DK.
Focus Areas
There are good reasons why CAA-DK works with above-average interest in HR. For one reason, its one and only raw material is professional knowledge and experience. Secondly, absolutely nothing can be allowed to go wrong. Plainly said, it’s a question of life or death, and CAA-DK’s primary mission is to ensure safe airways.
Ambitious and ISO 9000 Certified Human Resources
As a result of its focused HR work, CAA-DK is one of the few organizations in the world that is ISO 9000 certified in human resources. Naturally, this required a lot of work.
“We have worked very, very seriously with knowledge management for the last five years,” says Per Jensen, Director of HR and Service at CAA-DK. “Our values affect everything we do, and we constantly try to melt humanitarian and technological perspectives together.
"We've established a competency profile for all of our jobs, which specifies the the skills an employee must be able to demonstrate in order to be able to complete his or her job tasks.”
The competency profiles that Per Jensen is referring to are comprised of the following:
- Operational comptetncies (management's insight in processes and the organization)
- Professional competencies (specialist knowledge)
- Personal competencies (experience and ability to deliver)
“We have also compiled a comprehensive catalogue of the competencies that are available in our various offices and employees,” continues Per Jensen.
“This is an area in which we have gathered useful experiences. For example, one policy that we’ve implemented is that each office only operates with 15 different professional competencies, and each employee is only attributed 10. Otherwise competencies become so diffused that we have difficulty managing them in a meaningful way.
"As it is now, each year we communicate a competency strategy for the entire company. This is followed up by a review of requirements for each position and an audit of employee competency profiles. We use this as a background for creating employee development plans that, among other activites, are fulfilled with the help of courses.”
HR is already supported by IT, and MindKey HCM takes it one step further
“For a long time now we’ve leaned on IT for help in holding exact control of competency requirements for jobs and up-to-date employee competency profiles,” Per Jensen explains. “We supported this work with our earlier system, before deciding to change to the MindKey HCM solution.
"MindKey HCM gives us several advantages in maintaining our ISO 9000 certification and cooperating with audits by international agencies such as ICAO and EASA.
"Probably the biggest advantage is that it's easier now for our managers and employees to concentrate on developing the competencies and support the tasks and processes that will help us realize our business strategy,” concludes Per Jensen.
Benefits
CAA-DK will use MindKey HCM to achieve the following:
- Reduce reaction time
- Improve manager understanding of expectations for his or her office, and the resources that he or she can access
- Increase involvement due to an easy-to-use, attractive interface
- Eliminate spreadsheets and access data directly, reducing administration
- Tighten the connection between strategy and performance management efforts
- Expand control over the years of experience each employee has, which is important in relation to international requirements
