Human Resources and Competence Management in Public Transport

Ozlem TATAR, Senior Manager, UITP Academy

Christiane Just, Founder & President of Contexture 

This session will explore the critical role of HR in one of the largest employment sectors. It addresses unique opportunities and challenges specific to public transportation, emphasizing the importance of diversity, inclusion, recruitment, and retention strategies. The session also highlights approaches to enhance employee engagement and well-being, ensuring a motivated and resilient workforce.

• Role of Human Resources Management
• Public Transport a Major Employer
• Opportunities and challenges specific to public transportation
• Diversity and inclusion
• Recruitment and Retention
• Employee Engagement and Well-being

Christiane JUST, Founder and President, Contexture

Strategic management is crucial method emphasizing the alignment of mission, vision, and core values with organizational goals and objectives. It explores the process of cascading strategies from corporate levels to individual performance, highlighting effective leadership strategies and execution methods to drive success through people-focused management.

• Introduction to strategic management and principles
• Mission, Vision and core values
• Goals and objectives
• Cascading strategies from corporate to individuals
• Leadership strategy and executions
• VUCA world – the new “normal” business environment
• How to build a strategy and translate it into operational terms

Competence management framework for public transport plays pivotal roles by identifying key skills required for critical roles. It covers mapping current skill sets against organizational needs, developing people strategies, and using competence matrices to address skill gaps. Additionally, it emphasizes understanding staff personalities to create a better working environment and improve team dynamics.

• Identifying key skills for public transport: key roles for public transport
• Mapping current skill sets with requirements with people development strategy
• Competence matrix and gaps
• Identifying staff personality for better working environment

Effective career planning and coaching strategies align organizational growth with personal development goals. These strategies focus on creating structured career development plans that support employee progression, enhance skills, and drive long-term success within public transport organizations.

• Career planning and coaching
• Organizational growth with personal developments
• Creating career development plan

This session will focus on developing and organizing effective training programs to upskill the transportation workforce, starting with training needs analysis and program design. It highlights the importance of balancing technical and soft skill development, utilizing personal development plans (PDPs) for continuous growth, and fostering a culture of lifelong learning to support long-term career and corporate development. Additionally, it focuses on measuring training effectiveness to ensure impactful outcomes.

• Training need analysis and designing training programs for the transportation workforce
• Balancing technical and soft skill development
• Personal development plans (PDPs) as a tool for continuous growth
• Continuous learning for long-term career growth and corporate developments
• Measuring training effectiveness

Aligning personal objectives with company strategy drives organizational success. Effective training management focuses on creating clear, measurable objectives and key results (OKRs) and explores effective performance appraisal methods and feedback processes to monitor progress and enhance employee performance.

• Aligning personal objectives with company strategy
• Creating clear, measurable objectives and key results
• Performance appraisals and feedback

This session provides an in-depth understanding of 360-degree evaluations, highlighting their advantages in assessing performance from multiple perspectives. It covers best practices for giving and receiving constructive feedback, leveraging evaluations to develop meaningful development plans, and addressing challenges and biases to ensure fair and effective reviews.

• 360-degree evaluations work and their advantages
• Best practices for giving and receiving feedback
• Using evaluations to create meaningful development plans
• Overcoming challenges and biases in 360-degree reviews

• Public transport company strategies
• Relation with human resources management
• Personal objectives & evaluation and monitoring
• Corporate and Individual KPI’s
• Inclusion of Women Drivers to Executive Management

Succesfull companies implenent strategies to motivate staff and enhance engagement by implementing performance-based bonus, as well as involving employees in decisionmaking processes. They focuses on aligning incentives with company goals, establishing fair and transparent reward systems, and enhancing motivation through recognition programs and financial and non-financial rewards.

Additionally, they highlights the importance of suggestion systems, integrating employee input into decision-making, and fostering a culture of collaboration, continuous improvement, and shared responsibility for organizational success

• Implementing bonus and malus systems for performance
• Aligning incentives with company goals
• Implementing fair and transparent reward systems
• Motivating staff through recognition, financial and non-financial rewards

• Implementing and effective management of suggestions systems
• Integrating suggestion system into decision making process