</underline></bold><italic>
"If management does not believe in the importance of" </italic>is only
rectified by rational, quantified, validated argument. Such argument
exists, but takes time to find in the midst of an ocean of abstract and
emotional comment. =20
<bold><underline>What can HF Training/LOFT/CRM do?
</underline></bold>
* For knowledge and skill? NASA/UT has a powerful graph derived from a
huge data base showing positive trends with the introduction of LOFT.
* For accident and incident reduction? Scattered, but numerous, studies
exist on the relationship between HFs and accidents, and accident rates
in relationship to airlines which are not active in HF training. =20
* The conclusions of regulators in legislating for HF training (JAA in ab
initio, FAA in AQP processes) were generally arrived at after a
protracted process of rational development (particularlky the FAA with
AQP).=20
All quantified data above is measurable in terms of the dollar.=20
<italic>"An accident is the greatest inefficiency". </italic> But no
responsible airline management will act on simple opinion on such
matters. Again: <italic>"Without data you are just another person with
an opinion".
</italic>
Within this excellent "CRM-devel" debate, there are some brilliant
inputs. However, the real litmus test for any contribution must be "does
it work" and if you are sure "prove it" with examples and quantified
data. Such proof does not come from yesterday's intuitive idea (however
experienced-based the "opinion" is) without a rational validation
process, time, patience, and hard work. =20
Best wishes.
John Bent
Cathay Training Development
At 11:50 AM 7/26/97 -0000, you wrote:
>Hi CRMers!
>
> I couldn=B4t agree more with John. But for me the main factor, the=20
one
>wich is absolutely necesary is, A SYSTEM THAT SUPPORTS THESE TRAINERS
>THROUGH. I am convinced that if Managment does not believe in the
>importance
>of TRAINING, there=B4s little we can do for ourselves.
>
> Any ideas how to convince managment that for every cent they=20
invest
>in TRAINING they will get a dollar in return?
>> De: John Bent <<jbent_at_glink.net.hk>
>> A: crm-devel_at_db.erau.edu; crm-devel_at_db.erau.edu
>> Asunto: Re: Training Organization Role in Airmanship
>> Fecha: lunes 21 de julio de 1997 21:52
>>=20
>> At 07:42 AM 7/21/97 PDT, Neil Krey wrote:
>>=20
>> >Good Monday CRMers!
>>=20
>> >
>>=20
>> ><<italic>From Neil:
>>=20
>> > What role should the training organization play throughout=20
>>=20
>> > the career of the airmen it is responsible for? Should=20
>>=20
>> > the trainer spoon feed the information and skills the crews=20
>>=20
>> > "need to know" or should it take on the role of cheerleader=20
>>=20
>> > (with a budget) to support the crew members as they pursue=20
>>=20
>> > excellence in airmanship?
>>=20
>> >
>>=20
>> <</italic>
>>=20
>> For me, the <<underline>key ingredients<</underline> of the cake=20
are:
>>=20
>>=20
>> 1. EFFECTIVE TRAINERS WHO ARE TRAINED IN THE FUNDAMENTALS OF
>> CRM/HF/TRAINEE- CENTRED LEARNING. (THEIR IDEAS AND ATTITUDES WILL GO
>> FORTH AND MULTIPLY)
>>=20
>>=20
>> 2. AN EFFECTIVE CRM PROGRAMME AND TRAINERS, WITH RECURRENT CRM=20
>> TRAINING.
>>=20
>>=20
>> 3. A SYSTEM WHICH SUPPORTS THESE TRAINERS THROUGH:
>>=20
>> - MEASUREMENT OF HUMAN FACTORS (BEHAVIORAL MARKERS)
>>=20
>> - FEEDBACK & ANALYSIS OF RESULTS (TRAINEE PERSPECTIVE + MARKERS)
>>=20
>> - A COMPANY CULTURE OF HF AWARENESS, AND MINIMUM "BLAME".
>>=20
>> =09
>>=20
>> 4. HARD WORK AND DETERMINATION - "VINCIT PERCEVERANTIA".=20
>>=20
>>=20
>> John Bent
>>=20
>> Cathay Pacific Airways
>>=20
>>=20
>>=20
>>=20
>>=20
>
>