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Issue 9 July 2015
Inside This Issue
Message from the Chair
Introduction
Dear Colleagues,
Message from the Chair Regional Office News Interview with HR Committee Member Meet with our new HR and Training Committee members ACI Asia-Pacific Young Executive of the Year Award 2015 2015 ACI Asia-Pacific HR Best Practice Seminar - 7- 9 October 2015, Tokyo, Japan Asia-Pacific Member News Malaysia Airports – Heros of the Quarter 1, 2015 Malaysia Airports - National Safe Commuting To Work Campaign 2015
Welcome to the ninth issue of the ACI Asia-Pacific HR Bulletin! The first half of the year has seen several successful HR events taking place among the airport HR community. Thanks for those who have made contributions to this Bulletin. In this issue, you will read about the news and article sharing from ACI AsiaPacific, Europe, North America and World. We also interviewed one of our HR Committee members, Mr. Naoki KIKAWA, Manager, Human Resources Office, General Affairs & Human Resources Department, Narita International Airport Corporation. He has shared with us some of their challenges and inspiring initiatives in HR management. I hope you will enjoy these stories. Taking the opportunity, I am pleased to introduce two new members of HR and Training Committees, Mr. Vincent Hsu, Taoyuan International Airport Corporation and Mr. Sultan Al Mansoori, Abu Dhabi Airports Company. You will read more about them in this issue and please join me in welcoming them to the Committee.
It’s been a few years since we had our last Regional HR Seminar. I would like to invite you to join this year’s event, which will take place in the most diverse city, Cambodia Airports Benefited from ACI Asia- Tokyo, Japan, 7-9 October 2015. The organizing committee has put together an Pacific Small Airport Financial Assistance interesting program under the theme “Delivering Sustainable Airports through Program Creative HR”, and the host airport, Narita International Airport Corporation, has Erbil International Airport Benefited from ACI prepared exciting social events to welcome you to the thought provoking Asia-Pacific Small Airport Financial discussions and fun-filled networking opportunities in Tokyo, Japan.
Training News
Assistance Program ACI Online Learning Centre Scholarship Programme Your people + quality training = good
Lastly, I would like to call for your active participation in the ACI Asia-Pacific Young Executives of the Year Award 2016 and ACI Asia-Pacific HR Excellence Recognition 2016. Please take part to share your achievements in airport
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business and HR Excellence with other airport members. We look forward to reading your successful stories!
business sense! The evaluation of training Other News ACI North America HR Committee Update 4th meeting of the ACI EUROPE Leadership and Human Resources Forum in Paris ACI Europe - Fifth Annual Leadership and Change Summit – Istanbul 8 – 10 December 2015 Join us in ACI Asia-Pacific HR Network Online Forum 2015 ACI Global Training Calendar ACI Asia-Pacific HR Committee
If you have any questions or suggestions on the training and HR programs for the region, please do contact Ms. Natalie Tsang, Manager - Human Resources & Administration, or Ms. Sonia Liu, Senior Manager, Finance & Administration in the regional office. Best wishes, Craig Shaw Chief Operating Officer, QAL Services, Queensland Airports Limited, and Chair, ACI Asia-Pacific HR Committee
Regional Office News Interview with HR Committee Member >>back to top
Mr. Naoki KIKAWA, Manager, Human Resources Office, General Affairs & Human Resources Department, Narita International Airport Corporation (NAA)
Please tell our members a little bit about your background and how long have you been with Narita International Airport Corporation (NAA)? I joined NAA in 2000 and have worked in four sections since then, mainly in the Airport Operations Division and the Administration Division. I spent some of my career in the Finance Division focusing on investor relations but after gaining an MBA at Hitotsubashi University Graduate School that commenced in 2012, at the end of the two-year course I became hugely interested in strategic human resources management and organization development. I expressed a desire to join the Human Resources Division after graduation and I am now involved in creating human resource development programs as a Manager in the General Affairs & Human Resources Department. As a HR specialist, my aim is to nurture human resources with the capability of adapting to the rapidly changing air transport market, and help to raise staff productivity by creating working environments that contribute to motivation. Could you briefly share with us the most challenging issue in HR Management and Training in NAA and what your airport has been working on to tackle these challenges? At present, there are two HR management issues faced by NAA. The first is that there was not enough effort to motivate the employees at large in sharing the corporate philosophy and vision during the transition process from a government authority to a private corporation in 2004. The second was the inadequate leadership training to transform the existing frameworks to cope with the deepening changes in the external environment. Therefore, we established a new training program last year to grapple with these issues. For the first issue, we provided familiarization with the management philosophy and vision to break through the inter-divisional sectionalism and nurture the proper school of thought throughout the organization. For the second, we held open-entry and by-invitation leadership development courses to
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strengthen leadership throughout the organization, including executive and middle management levels as well as the junior ranks. The objective was to create innovative leadership to cope with changes in our operating environment. What HR initiative do you believe has most supported NAA business objectives?
In order to realize our corporate philosophy of firmly establishing our position as a leading global airport, we need to have some of the best employees in the world. HR development is a process that contributes to corporate management activity and provides opportunities for the staff to equip themselves with the skills and abilities for achieving organization strategies. In addition to this, contributing to management activities creates competitive dominance. Providing opportunities to enhance learning is just a means but the objective is the achievement of organization strategies. The objective of staff education is to provide a venue for learning so that the study they undertake by themselves give rise to changes in their behavior. Behavioral change is the action taken by each individual which autonomously leads to results in the workplace. By creating new HR development programs around this concept, I believe we will be able to achieve strategic HR management. What are the distinguished points of NAA from other airports in terms of HR Management? Or how different is NAA from others in terms of HR Management? Our corporate philosophy and vision training focus on the typical Japanese idea of consensus. This is personified by our annual live-in training program called a "60-Tatami Session". Staff members of differing age groups and divisions come together in a large hall where the flooring is made of "tatami" mats traditionally used in Japanese-style rooms, to share their day-to-day problems and discuss the corporate philosophy and vision. Characteristically Japanese tatami rooms heighten the sense of participation and draw out a level of frankness in discussion that would not be possible under ordinary circumstances in the company. This serves to allow the management philosophy and vision to permeate through the ranks and promote mutual understanding between divisions.
Could you share with us the HR core value at NAA? Strength in the ability to envisage, exercise leadership and to specialize are the cornerstones of NAA's HR policy. On the basis of these concepts, we have identified two requirements of our human resources to realize our corporate philosophy and vision: (1) to become leaders capable of effecting transformation to the existing frameworks that can adapt to changes; and (2) to be an employee who is equipped with specialist skills to create policies that will enhance the company's competitive edge or who has the knowledge and experience to operate a stable business. What do you think the Regional HR and Training Committee members could work more closely with the ACI Asia-Pacific Regional Office and ACI Global Training team to better address the training needs in the region? In order to realize their individual visions, airports need to create value by interlinking policies on tangible aspects such as strategy, structure and systems with those on less tangible matters such as shared values, staff, skill and style. How do other airports interlink these seven important elements? The HR division would like to compare notes on how policies are knitted together to attain strategic success, particularly in terms of the intangible aspects that I have mentioned. For example:
• • • • •
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How do the management and all the rest of employees achieve a collective understanding of management philosophy, vision and strategies? How do they foster leadership? How do they address employee satisfaction? Do they have key performance indicators established? Has the concept of gender diversity been incorporated sufficiently? (e.g. appointment of women officers) How do they manage their human resources (in-house development or external recruitment)?
What is your vision for the Regional HR Committee? Our vision in the HR Committee is to share best practices with other committee members and resolve issues not only within the company but throughout the region. I believe that by sharing best practices across the region, the HR division is able to support corporate strategies as a strategic partner, encourage corporate innovation as an agent for change and promote career assistance for individual employees as their champion. In doing so, it can create a working environment where the staff members are challenged but confident in their work prospects.
Meet with our New HR and Training Committee members >>back to top
Vincent Hsu HR Director Taoyuan International Airport Corporation Ltd.
Khalid Al Breiki General Manager Gulf Centre for Aviation Studies (GCAS)
ACI Asia-Pacific Young Executive of the Year Award 2015 >>back to top
Mrs. Ruzliana Fazila Kamarudin of Malaysia Airports Holdings Berhad is named the ACI Asia-Pacific Young Executive of the Year 2015.
Ms. Karrie Mather, CEO, Sydney Airport, Ms. Angela Gittens, Director General ACI World and Mr. Dennis Chant, President, ACI Asia-Pacific presenting the awards to the
Mrs. Patti Chau, Regional Director, ACI Asia-Pacific said, “I would like to congratulate our winner this year, Mrs. Kamarudin, for her excellent submission. Her paper provided a well-structured and thorough analysis on the topic “Managing Customer Expectation for Passenger Service at Airport”. She offers sound solutions in managing passenger services which are generally applicable to most airports. I am proud that we have so many young talents in our region and I wish to congratulate all other participants for demonstrating their great ideas in tackling our industry challenges
through their research papers.”
Young Executive of the Year 2015.
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A total of ten submissions were received this year and the papers were reviewed by a Panel of Judges (the Panel) chaired by Ms. Kerrie Mather, Chief Executive Officer, Sydney Airport, and Second Vice President, ACI Asia-Pacific. The Panel also decided to give an Honorable Mention to Mr. Yuki Ikeda of Narita International Airport Corporation for his quality submission, on the topic “Maximising and Monetising the Digital Opportunities at Airports”. ACI Asia-Pacific Young Executive of the Year Award is a research paper program, introduced in 2009, to encourage and promote innovative ideas and solutions to challenges facing the aviation industry. The outstanding young talent who contributes the best research paper on a selected topic will be honored as the ACI Asia-Pacific Young Executive of the Year. This year’s candidates were required to submit research papers on one of the topics below: • •
Managing Customer Expectation for Passenger Service at Airport Maximising and Monetising the Digital Opportunities at Airport
As the ACI Asia-Pacific Young Executive of the year, Mrs. Kamarudin was awarded a complimentary trip to Jordan to attend the award presentation ceremony at the 10th ACI Asia-Pacific Regional Assembly to present her research paper. She has also earned a cash award as well as the Airport Management Professional Accreditation Programme (AMPAP) Fellowships. The best five papers of 2015 are now available on ACI Asia-Pacific website: • Mrs. Ruzliana Fazila KAMARUDIN, Senior Executive, Human Resources Services, Malaysia Airports Holdings Berhad (Winner) • Mr. Yuki IKEDA, Communications and Information Systems Group, Engineering Department, Narita International Airport Corporation (Honorable Mention) • Mr. Ayan DAS, Assistant Maintenance Manager, Bangalore International Airport Limited • Ms Yukiko KOMETANI, Assistant Director - General Planning & Policy Division, New Kansai International Airport Company, Ltd. • Mr. Kym Daniel ROESLER, Work Health and Safety Officer, Adelaide Airport Limited We thank airports in the Asia-Pacific region and young airport professionals for the continuous support and participation in the YEA program and look forward to your participation next year!
Join us now!
ACI Asia-Pacific Young Executive of the Year Award 2016 Who should participate? ANY airport executives, at or under the age of 35, currently serving in a middle management position and has a minimum of two-year experience in the field. Why should you participate? To be named as the ACI Asia-Pacific Young Executive of Year 2016 and showcase your brilliant ideas to tackle the challenges of the aviation industry! When is the application deadline? All submissions must be sent via email to young_executive@aci-asiapac.aero by 4 December 2015,
12:00noon, HKG Time (GMT + 8 hours)
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For more information, please click here.
2015 ACI Asia-Pacific HR Best Practice Seminar - 7- 9 October 2015, Tokyo, Japan >>back to top
Narita International Airport Corporation (NAA) and Airports Council International (ACI) Asia-Pacific are pleased to invite you to attend the 2015 ACI Asia-Pacific HR Best Practice Seminar to be held from 7 – 9 October 2015 in Tokyo, Japan. The seminar will certainly provide an excellent learning and networking opportunity for senior HR executives and personnel in the aviation industry to address the growing importance of HR strategic role in airport business and the strong demand for the exchange of HR expertise among members across the regions. This year’s main theme is “Delivering Sustainable Airports through Creative HR,” will discuss the critical roles HR plays in contributing to and supporting the responsible growth of airport business and operations. Please join us in sharing HR best practices and exchange ideas and thoughts among the regional HR community in the heart of the iconic capital of Japan, Tokyo. “Delivering Sustainable Airports through Creative HR” Sustainable development is not just the responsibility of environmental specialists or communications professionals. It requires contributions from people across all functions of an organization. HR plays a critical role in the integration of sustainable development in the aviation business. Society’s expectations of this dynamic business are changing, and an increasing number of applicants pre-assess the social and
environmental performance of companies before choosing an employer.
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In this year’s Seminar, we will take the HR colleagues to look into the creative potential in people and the art of HR management to deliver a sustainable airport business. Registration is now open for the event, for further information of the event please click here.
Asia-Pacific Members’ News Malaysia Airports – Heros of the Quarter 1, 2015 >>back to top
“Heroes of the Quarter” is a quarterly event organised by the Human Resource Division, Malaysia Airports. The last event was held on May 25 to celebrate and recognise outstanding employees who have shown exemplary individual achievement & contribution and having gone the extra mile beyond their scope of duty.
Malaysia Airports - National Safe Commuting To Work Campaign 2015 >>back to top
Malaysia Airports Holdings Berhad has been selected by Social Security Organization (SOCSO) to become the host for the launching of National Safe Commuting To Work Campaign 2015. The campaign was launched by Y. Bhg. Dato’ Sri Richard Riot Anak Jaem, Minister of Human Resources Malaysia on May 26 at the MAHB Corporate Office. This annual programme organized by SOCSO was initiated with the objective to create awareness, increase knowledge and encourage safe riding techniques amongst employees. An approximate total of 800 participants attended the event including MAHB staff, airport communities and SOCSO stakeholders. Among the activity held were safe riding and driving demonstration by National Institute of Safety and Health (NIOSH), riding stimulation by HONDA and exhibition from road safety related organization such as Road Safety Department of Malaysia (JKJR), Malaysian Institute of Road Safety Research (MIROS) and Department of Occupational Safety and Health (DOSH).
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ACI Asia-Pacific Human Resources Excellence Recognition Program >>back to top
The ACI Asia-Pacific HR Excellence Recognition Program was established in year 2014 with the objective to acknowledge airports’ outstanding achievements in HR management, to recognize the contribution of HR management to the successful airport business, and to share best practices in airport management. Marching to its second year of the recognition program, the 2016 program will further pursue the vision to enhance the HR management in the airport community in the region. Being the most populous and fastest growing region in the world, the prosperity of ACI Asia-Pacific depends heavily on the success of the airports, the economic engine to the communities they serve. Human Resources management plays a vital role for airport business to stay viable and competitive in the development of the aviation industry. The growth of aviation industry presents to airport business many opportunities and challenges, with creative HR management at the airport we can help shape the success of future airports.
If your airport would like to share your achievement in the excellence of HR management, we urge you to participate in the ACI Asia-Pacific HR Excellence Program.
Topic - HR Excellence in Strategy, Innovation, Leadership and Culture in Delivering Sustainable Airports For more information, please visit our program website.
Training News Cambodia Airports Benefited from ACI Asia-Pacific Small Airport
Financial Assistance Program
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By Mr. Em Rattana, Airport Manager, Sihanouk International Airport >>back to top
The course was well organize and easy to learn. The participants and instructor stay together throughout the day so the time use was very efficient. There was little or no interruption during the training session. The instructor has many years of experience in aviation which made it easy for participants to understand the topic. One important lesson I learned from this course is that an accident occur not from a single cause. Errors, violations, lack of compliance, poor safety culture can all accumulate resulting in an accident “The Swiss Cheese�. If everyone take safety seriously, accidents will less likely to occur. During the course, we studied many past accidents to see why and how it happened. These lessons make us more aware of what is happening at our work place. There are areas that we must review and access the risk involve. The group session for Airside Safety Audit was very interesting. Coming from a small airport, I would never expect to see so many safety issues during this short audit at Kuala Lumpur International Airport. We found many FOD under the aerobridge, unsafe act by catering company and sign language use by the fuel company and the engineering that may not be written in the SOP. All participants were much more aware of safety issues at airport during the group presentation of the airside safety audit.
Erbil International Airport Benefited from ACI Asia-Pacific Small Airport Financial Assistance Program By Ms. Khalida Azeez, Safety Manager, Erbil International Airport >>back to top
Prior to applying for this course I had been working in the Safety Department of Erbil International Airport (EIA) for four years. During this time I enhanced my knowledge from practical work on the job as a member of safety staff and later on as the safety manager with limited theoretical training. I applied for this course for two basic reasons. First, to further systematize safety-related procedures at EIA, which is a preference of the airport. Second, to better understand how this could be achieved through getting familiar with the issues and topics that are
related to a safety management system (SMS).
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Initially I thought a four-day course would be way too short in duration to cover and teach all safety management topics in depth, and it certainly proved true. Nevertheless, I can confidently say that I did gain very useful knowledge in the four days duration. Before I mention the topics that I found particularly beneficial and those less so, I would say in general I found the overall idea of how different topics and issues of safety related to each other organizationally was also highly important and impactful to me. For example, the realization that it lies within the responsibilities of the safety department to keep aerodrome certification manual up-to-date was essential. Two topics which were taught in the course stood out and I believe will be particularly effective in my vision for systematizing safety in EIA, The two topics were “The Principles of Safety Management Systems” and “ICAO Universal Safety Oversight Programme”. The topics highlighted the basics of an SMS, which is vital to know in order to put the other components of an SMS such as “Risk Assessment” and “Airside Safety Audits and Inspections” in place as the next steps. Other important topics included “The Aerodrome Manual” and “The International Requirements of Aviation Regulation and Aerodrome Certification”, which introduced a new area of SMS responsibilities to me. This being said, the course did have a few flaws to which I will draw attention below. The biggest flaw, in my view, is the course was covering too many topics in a short four-day duration. In this way the topics could not be discussed with depth and detail, to an extent that many examples could not be given on certain issues. For example, although it was brought up that the safety department is responsible for preparing and updating both the airport emergency plan and the aerodrome certification manual, it was not clearly discussed and explained in detail as to how this can be planned for and executed. However, it must also be said that what remained near flawless during the whole course was the classroom atmosphere and the attitudes of the instructors during the lectures. One instructor that stood out for her ability to provide a helpful and informative discussion in class was Debbie Riley. It is important to mention for the betterment of future attendees, that I was denied certain activities due to my status as an Iraqi Passport holder, though I understand the reasons behind this decision, it would have been helpful to have advance notice of the activity limitations that were in place for those types of attendees. Inclusion, I have gained enormous respect and appreciation to ACI, in particular to the outstanding ACI instructors. I look forward to the opportunity of gaining further knowledge from attending practical and effective ACI courses in the future.
ACI Online Learning Centre Scholarship Programme
ACI GT continues to offer the Online Learning Centre Scholarship in 2015 which provides e-learning opportunities to developing countries. The program enters its 3rd year of implementation and is well received by our members. A total of eight candidates from Clark (Philippines), Fiji, Maldives and Mongolia received the scholarships in 2015. For further information about ACI Online Learning Centre, please visit ACI website here.
Your People + Quality Training = Good Business Sense! The Evaluation of Training By Kevin Caron, Head, Global Training and Human Resources, ACI World
It’s critical for us as human resources (HR) and training professionals to measure the effectiveness of our Learning and Development (L&D) programmes in relation to the organization’s performance—be it an airport, airline or Civil Aviation Authority. In this article (Part I), I will review how we can evaluate our L&D programmes, and in the next edition of ICAO’s Training Report, I will outline a way of measuring the return on investment (ROI) of our training programmes. It’s widely accepted that one of the first L&D measurement methods was created by Don Kirkpatrick, who wrote his PhD dissertation on the four-level model for course evaluation, a widely used tool across numerous industries. The four levels created by Kirkpatrick are designed to be a structured way of evaluating training programmes. Many training practitioners
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believe that as you proceed through each of the levels, the evaluation becomes more difficult and requires more time.
Today, many begin with Level 4 and move backward in order to better establish the desired outcome before ever planning the training programme. When done strategically, reaching each subsequent level does not need to be more time-consuming than reaching the previous. Nonetheless, following Kirkpatrick's established structure will help to ensure on-the-job performance of learned behaviors and skills. The four levels of Kirkpatrick's evaluation model are as follows: 1. Reaction refers to the degree to which participants reacted favorably to the training. Simply put, did they enjoy the course? Was it worth their time? 2. Learning relates to the degree to which participants acquired the intended knowledge, skills, attitudes, confidence and commitment based on their participation in a training event. This evaluation occurs during the training in the form of either a knowledge demonstration via exercises or tests. 3. Behavior refers to the degree to which participants apply what they learned during training when they are back on the job (e.g., an increased safety culture). 4. Results indicate to what degree targeted outcomes occur as a result of the training event and subsequent reinforcement. For example, after a revenue management course, was a more articulated airport commercial plan developed or was there an improvement in the quality of services offered to customers? Many authors in this field suggest that a fifth level be added that examines the ROI (i.e., the costs of the training versus the outcomes). This last level is an important tool that allows us to indicate that the training programme has made an impact on the organization (e.g., a more motivated workforce). This fifth element will be explained in my next article given the importance of ensuring that our training efforts are being linked to organizational targets. Indeed, as HR and training professionals, we should always ensure that our programmes are adding value.
Other News ACI North America HR Committee Update >>back to top
The mission of ACI North America HR Committee is to provide a forum where the aviation community can collaborate on strategic initiatives with a goal of optimizing Human Capital. The Committee’s objective is to be the aviation community’s HR resource. The committee has several working projects in progress. One of projects we would like to share with Asia-Pacific colleagues is the introduction of ACI North America HR Excellence Recognition Program to recognize and promote HR professional excellence. The project follows the success and the same foundation of the ACI Asia-Pacific HR Excellence Recognition Program. Mr. Craig Shaw, Chair and Ms. Justina Tan, Chair and First Vice Chair of ACI Asia-Pacific HR Committee, will take part as the panel of judges in this inaugural award program. Below highlights the working projects of ACI North America HR Committee: Compensation & Benefits Benchmarking Survey The first industry-specific compensation-and-benefits survey launched in 2008 conducted by Western Management Group (WMG) and endorsed by ACI-NA. •
In 2015 (2014 data), WMG reported that 125 airport authorities participated (112 US airports and 13 Canadian airports), a slight
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increase over last year. The survey now represents input on 107 different industry jobs covering approximately 13,000 employees. o Webinars to conducted educating HR Directors and Airport Executives on how to use the data property to perform strategic decision making.
Workforce Planning Edge4Vets – a program helping veterans translate their military strength, skills, and core values for civilian success particularly in career development via workshops. Currently, JFK, FLL, and MIA have all participated in the program (more airports to follow) to assist veterans pursue a career in the airport industry. Airport Pathway Program – a predictable pipeline of trained, qualified, and motivated airport professionals so that current and emerging workforce staffing needs can be met. ACI-NA would act as an administrator with universities providing a constant pool of young professionals and airports supplying career opportunities. The program is still in its developing stages. Currently, we have developed an internship page to house airport internships (7 airports have participated so far) allowing students for a one-stop shop for airport specific internships. Human Resources Excellence Recognition Program The inaugural ACI North America HR Excellence Recognition Program will be announced in July with the objective to acknowledge airports’ outstanding achievements in HR management, to recognize the contribution of HR professionals to the airport business, and to share best practices in airport management. The program follows the same foundation as the ACI Asia-Pacific HR Excellence Recognition Program with the exception of only awarding two awards. The two awards are as follow – overall best HR program; and best HR program in a designated topic (selected by the HR Awards Planning Committee). Judges for the ACI-NA program includes representative from the ACI Europe and ACI Asia-Pacific region. • ACI Europe – Theresa Fleidl, Munich Airport • ACI Asia-Pacific – Craig Shaw, Chair of ACI Asia-Pacific HR Committee, and Justina Tan, First Vice Chair of ACI Asia-Pacific HR Committee HR Webinars Compensation and Benefit webinar to educate HR Directors and Airport Executives on how to use Compensation and Benefit data for strategic decision making. Managing from a place of influence – developing an organization environment and skills that influence business decisions.
4th Meeting of the ACI EUROPE Leadership and Human Resources Forum in Paris >>back to top
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Aéroports de Paris (ADP) kindly hosted the spring meeting of this group of HR experts and provided excellent hospitality as well as insightful presentations which dwelt on male/female equality at work, international activities and exchange programmes. The second day meeting took place in ADP’s Université du Service (“Service Academy”), a facility and department created in 2011 and opened to all ADP’s partners for them to provide together a better service to the airport customers.
Theresa Fleidl, Munich Airport, leading the meeting in Paris
A workshop was devoted to the concept of emergent leadership, shedding light on the importance of a clear vision and leadership to guarantee any team’s engagement and motivation. The four task forces presented their interim reports, with the objective to producing a brochure available to all members.
The group also discussed ideas for the draft programme of the upcoming Leadership and Change Management Summit that will be incorporated into the ACI Airport Exchange to take place in Istanbul from 8 to 10 December 2015. For more information, and if your company is not a member yet of this forum and wishes to exchange expertise with the participants, please contact danielle.michel@aci-europe.org.
ACI Europe - Fifth Annual Leadership and Change Summit – Istanbul 8 – 10 December 2015 >>back to top
Mark your diaries for the 5TH LEADERSHIP AND CHANGE SUMMIT. This year will be especially attractive to Asia-Pacific HR members as the Summit will form part of the ACI Airport Exchange Conference. The Airport Exchange Conference is the joint event between ACI AsiaPacific and ACI Europe and brings together airport leaders and professionals from all over the world. As with previous Leadership and Change Summits, this year’s event will focus on the key challenges and developments in Leadership and Organisation Change. Previous summits featured CEOs, HR Directors and keynote speakers from Changi, Malaysia, Munich, Montreal, Istanbul, Abu Dhabi, Bologna, Dublin and London among others. The innovative CEO Master Class heard from Declan Collier (ACI World President and CEO, London City Airport, previously CEO, DAA), Tan Sri Bashir (Previously CEO, Malaysia Airports Holdings and President, ACI Asia-Pacific), Jim Cherry (Past President ACI World and CEO, Airports de Montreal), and Michael Kerkloh (CEO, Munich Airport). Watch this space for news of this year’s lineup which promises to be quite exciting. The overall theme for the Airport Exchange is “Future proofing your airport: Audacious development, new technologies and competitive strategies”. Taking that as a guide the working title for Leadership and Change is “Audacious Leadership and Sustainable Change” Sub themes will include, but not be limited to: • • • •
Major Cultural and Infrastructural Change Personal Leadership and Vision stories Working Together Well Being & Engagement
We are hoping that this year will provide an opportunity for all HR Professionals, Organisation and People Development Leaders and Managers along with colleagues in the other disciplines in airports to meet together to share knowledge, experiences, hopes and challenges in the congenial atmosphere of Turkey’s historic capital, where east meets west. We look forward to seeing you there. For further information and expressions of interest in speaking please contact Sonia Liu at sonia@aci-asiapac.aero.
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Join us in ACI Asia-Pacific HR Network Online Forum! >>back to top
ACI Asia-Pacific HR Network Online Forum provides a platform for all members to participate in the thoughts-provoking discussions and experience sharing with their counterparts in the region. You are kindly invited to join the discussion forum of HR Network. How to register 1. Visit the Online Discussion Forum directly by the URL: www.aci-asiapac.aero/forum 2. Register as a new user and await for account approval 3. Upon receiving the account approval, log on the forum and participate in the topic discussion If you have any enquiries regarding the forum, please feel free to contact Sonia Liu at sonia@aci-asiapac.aero.
2015 ACI Global Training Course Calendar >>back to top
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ACI Asia-Pacific HR Committee Members >>back to top
Chair Mr. Craig SHAW Queensland Airports Ltd.
First Vice Chair Ms. Justina TAN Changi Airport Group (Singapore) Pte Ltd.
Second Vice Chair Mr. Raed AL-SURADI Airport International Group, Jordan
Immediate Past Chair Ms. Hee-Jeong LEE Incheon International Airport Corporation
Ms. Suradini ABDUL GHANI Malaysia Airports Holdings Berhad
Mr. Vincent HSU Taoyuan International Airport Corporation Ltd.
Mr. Naoki KIKAWA Narita International Airport Corporation
Mr. Ji LUO Beijing Capital International Airport
Ms. Hind MAHMOOD Bahrain Airport Company
Mr. A.S.K. REDDY Delhi International Airport (P) Ltd.
Mr. Phourng SOCHEAT Cambodia International Airports
Ms. Sasisubha SUKONTASAP Airports of Thailand Public Company Ltd.
Mr. Pierre COUTU Global ACI-ICAO Airport Management Professional Accreditation Programme
ACI Asia-Pacific HR Committee Members (working group)
Chair Mr. Tony CHO Incheon International Airport
Ms. Ayat ABUSINI Airport International Group
Mr. Misdan HASHIM Malaysia Airports Holdings Berhad
Vice Chair Mr. A.S.K. REDDY Delhi International Airport (P) Ltd.
Mr. Ali AL AMIMI Dubai Airports
Ms. Lan PEI Beijing Capital International Airport Co., Ltd.
Mr. Sultan AL MANSOORI Abu Dhabi Airports Company
Ms. Sreymom TE Cambodia International Airports
Mr. Khalid Al Breiki Gulf Centre for Aviation Studies
To read previous issues of ACI Asia-Pacific HR Bulletin, please click here. To subscribe/ unsubscribe, please click here. ACI Asia-Pacific Region Unit 13, 2/F, Airport World Trade Center, 1 Sky Plaza Road, Hong Kong International Airport, Hong Kong www.aci-asiapac.aero
Ms. Rosemarie ERENETA Manila International Airport Authority
Mr. Pierre COUTU Global ACI-ICAO Airport Management Professional Accreditation Programme