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Issue link: https://groundsupportworldwide.epubxp.com/i/618927
INTERNATIONAL 18 GROUND SUPPORT WORLDWIDE DECEMBER 2015 / JANUARY 2016 Ramp Safety Sourcing ramp personnel from overseas is often subject to a cultural prejudice: some believe that ramp operators sourced from foreign countries are more likely to be involved in ramp safety events, because of a possibly limited sense of belonging to the organization and the hosting country. However, this is not the case. If the ramp workforce is predominantly from overseas, then surely even one event will skew the sta- tistics. Accidents and incidents are not related to one's ethnic background or from which country the ramp workforce comes from, but rather they result from a combination of dys- functional circumstances and interactions at a moment resulting in an event. Conway also says that there is absolute- ly zero evidence of foreign ramp personnel being more often involved in safety events. "Ramp safety, in fact all workplace safety, is a prime focus and always will be," Conway says. Conway also refutes the notion of possible issues as a result of foreign employees' sense of belonging to the organisation leading to reckless behavior. "Again, there is zero evidence of this," Conway says. "One of the most enjoyable parts of my job is, on a monthly basis, to present long service awards to dnata col- leagues who have worked 20 years or more within the organization. I can assure that their sense of belonging is often humbling." The presence of issues regarding the sense of belonging is dependent on the employee and employer relationships and the terms of the work contracts. The sense of belonging is very personal and can vary from person to person for varied reasons, including the existence of problems that are specifc to the individual and the organization simply cannot infuence. Maximizing Training Effectiveness Recruiting ramp employees from overseas provides the advantage of matching work- force demand with supply in a fexible way; the challenge remains, however, on how to maximize the effects of training given the notoriously low retention rates of employees in the ramp environment. dnata's approach is to train all of its staff to the very same exacting standards. "We are one of the few ground handlers who have taken, as a basis for our training, a Government approved vocational training program," Conway says. "Our attrition levels are lower than one would think and is in single fgures." The challenge on how to maximize the effects of training can also be met by means of constant reminders and by investing on IMPROVING PERFORMANCE ON THE RAMP Despite the best efforts by pro- active ground handling service providers, working on the ramp remains a rather alienating job, often performed in extreme environments and under constant pressure. What else can be done to improve the sense of belonging and thus the awareness and performance in the work environ- ment of ramp personnel? Like any other workforce, the fact that ramp personnel has the sense of security and the belief that their efforts and contributions are recognized and appreciated by the company has a great infuence on how an individual develops a sense of belonging. Although monetary reward has a great infuence on the sense of belonging, it can be rather short lived. Ground handling compa- nies should look at making small incremental changes – which are signifcant in the long term – with regard to improving the working conditions, including: enhancing the social welfare standards of employees; rec- ognizing employees; rewarding them for the contributions and sacrifces they make; having them involved; and letting them know that their contribution is valued in the development of training programs, operational processes and procedures. "We do not differentiate between overseas or locally recruited staff," Jon Conway, a Divisional Senior Vice President at dnata, says. "They are all part of the dnata family regardless of origin, back- ground or experience. We recruit, train and offer career opportuni- ties to everyone that joins. Some will stay for decades, others may return home after a few years." Though ramp staffng is often a high-turnover area, Jon Conway, Divisional Senior VP at dnata says it hasn't been an issue for them. "I can assure that their sense of belonging is often humbling," he says. dnata