Sales Engineer - BMU (Façade Cleaning Systems)




Sales Engineer - BMU (Façade Cleaning Systems)

Bhatia Brothers FZE

Posted on August 21, 2018
 3 - 8 years Abu Dhabi , Dubai - United Arab Emirates
 Diploma, Bachelor of Science, Bachelor of Technology/Engineering(Electrical, Mechanical). Indian, Filipino, Pakistani, Sri Lankan
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Job Description

EMAIL JOB


Job Opening: Sales Engineer – BMU (Façade Cleaning Systems)
Job Location: Abu Dhabi, UAE

JOB DESCRIPTION:
• Identifying and exploring new business opportunities for BMU Sales for achieving
sales targets.
 Managing and interpreting customer requirements- Identify customer requirements,
selection of BMU, techno-commercial discussions, order finalization and execution.
 Preparation of sales quotes/tenders.
 Making technical presentations and providing pre-sales technical assistance and product
education.
 Negotiating tender, contract terms & closing sales.
 Preparation & submission of contract closeout documents.
 Invoicing as per contract terms, follow ups for timely collection of payments for
reduced debtor days- Administering client accounts.
 Offering after-sales support services.
 Establishing new, and maintaining existing, relationships with customers.
 Maintaining customer accounts and data.
 Preparation and timely submission of internal reports.
Product knowledge of BMUs - Façade Cleaning Systems.
 Proven Sales track record in BMU Sales.
Relevant UAE Experience in BMU Sales.
 Working knowledge of Auto Cad for preparation of closeout documents and drawings.
 UAE Driving license is a must.


Keywords

sales engineer sales executive BMU facade facade engineer facade managerfacade sales sales and service Building Maintenance
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WHERE DO TODAY'S AIRLINE PILOTS COME FROM


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CAPACITY & EFFICIENCY

Where Do Today’s Airline Pilots Come From?

By Uniting Aviation 
 202,224
Every year CAE works with more than 300 airlines and trains more than 120,000 pilots, connections that give them unique insights into both market and industry needs. After analyzing the requirements and projected growth in passenger air traffic, CAE revealed their insight to the broader industry through the Airline Pilot Demand Outlook publication they released in June 2017. Though we are sharing excerpts from their 10-year analysis in this article, the full publication is available online here.
Pilot/Aircraft Ratios
The number of pilots required per aircraft is primarily determined by aircraft utilization and related regulations. All commercial aircraft require at least one licensed captain and a second pilot, who is either a captain or first officer, in the cockpit. To maximize aircraft utilization, airlines need to adequately crew their aircraft. The majority of today’s airlines fly fleets of regional aircraft, narrow-body jets and wide-body jets to serve a variety of short-, medium- and long-range routes with aircraft size and seat capacity optimized to match passenger demand.
Over the last 10 years, the increase in aircraft utilization resulting from efficiency improvements has driven a slight growth in the average crew ratio and is expected to remain at a similar level over the next decade.

Pilot Retirement and Attrition
Most national regulators impose a mandatory retirement age of 65 for airline pilots. Other reasons for leaving the workforce include early retirement, the pursuit of a non-flying career, loss of medical fitness, etc.
The Americas have the highest average pilot age. North America’s high percentage of senior pilots reflects significant recruitment activity in the 1980s and 1990s as airline deregulation expanded the industry and major hubs were developed. The recent consolidation of network carriers and their focus on efficiency slowed new hiring. Europe has seen an influx of younger professional pilots over the past 15 years which can be partially attributed to the rapid expansion of LCCs. In addition, many experienced European pilots have moved to the more
rapidly growing Middle East and Asia-Pacific regions. This has left Europe with the youngest average pilot group of any region.
As experienced captains retire, a chain reaction of pilot upgrades and new hires is triggered. For example, the departure of an experienced wide-body captain creates the need to upgrade a first officer to fill the vacant seat. This then creates downward pressure on airlines to develop and upgrade more first officers and captains.
Filling Tomorrow’s Cockpits
Airlines are not just looking for first officers to fill the right seat. They’re looking for candidates with the potential to become captains within their organizations. As an industry, we must continuously improve and adapt our assessment and selection processes for different regions and airlines to reflect pilot competency requirements.
Careful matching of individual aptitude with airline needs will allow airlines to identify candidates today who can evolve into their future captains.A thorough screening and selection process performed early in the training process has proven to be very successful in identifying candidates with the right mix of language proficiency, flying skills and attitude to evolve into high-quality pilots.
In addition to identifying future potential captains, airline requirements can be used to assess if the candidate, whether an aspiring cadet or a direct entry pilot, will be able to flourish within the airline’s culture. For example, one airline might need a pilot willing to travel for extended periods prior to returning home, while another airline might only offer daily short-haul return flights. An in-depth mapping of airline needs along with a multifaceted assessment of each candidate can correctly match the right candidate with the right airline.
Airlines are also developing programmes to tap into an underrepresented labour pool – female pilots. These programmes encourage young women to consider an aviation career and provide airline sponsorship for flight training. Women currently represent less than 5% of airline pilots.
As the assessment and selection process improves, we’re seeing lower dropout rates and higher placement rates. Ensuring the right fit is allowing candidates to flourish while increasing retention rates.

Developing tomorrow’s airline pilots
While onboarding 255,000 new first officers, the industry also needs to transition 180,000 pilots into captains by 2027. The aviation industry continues to raise the bar for pilot training and increase its expectations of pilots. At the same time, we’re seeing much faster promotions to captain.
A few years ago, it was common to see a co-pilot spend eight to ten years working in the right seat before becoming captain. Today, first officers are given the opportunity to upgrade with much less seniority than in the past. In fact, it’s not uncommon to see a pilot taking full command of an aircraft after only a few years as a co-pilot.
This steeper pilot learning curve places additional stress on the current training system. It’s becoming a challenge to train to the new standards in the time allocated. As a result, the need for remedial training is increasing.Although remedial training is a valid mitigation tactic, it impacts operations as pilots are removed from line flying to undergo addition training. To adapt to today’s realities and ensure pilot readiness, we must improve training effectiveness.
Emerging training and technology innovations that integrate training data with line performance data can help build such an approach.
Adaptive training delivery
By providing an instructor with data-driven training insights, the instructor can adapt the training session to be more effective. This yields tools the instructor can leverage to objectively assess pilot performance. Through a better understanding of the pilot’s profile, the instructor is able to adapt training and delivery to better address the competency gaps. A word of caution: not all senior pilots are effective instructors. We must look for instructors with the right mix of teaching and communication skills to ensure we provide the most effective training

UNITING AVIATION

CAPACITY & EFFICIENCY

Major Step Forward For Gender Equality At Global Aviation Gender Summit

By Uniting Aviation 
 294
In a major step forward for gender equality and gender action in international air transport, ICAO and South Africa’s Civil Aviation Authority (SACAA) were joined by over 500 leaders and experts from around the world in Cape Town for the opening of the first-ever Global Aviation Gender Summit (all of the recorded presentations from the special event are shared below).

From the left: Ms Poppy Khoza Director of Civil Aviation, SACAA Ms. Sindiswie Chikunga, Deputy Minister of Transport, South Africa, Dr. Fang Liu, Secretary General of ICAO


The SACAA was supported by the Government of the Republic of South Africa through its Department of Transport, and the event was jointly opened and closed by ICAO Secretary General Dr. Fang Liu, and by the Honourable Deputy Minister of Transport for South Africa, Ms. Sindisiwe Chikunga.
Representing Member States and the entire range of air transport sector operations, and bringing perspectives and insights from a range of civil society and United Nations agencies with strong gender equity mandates, the event’s participants heard from a series of leaders on why the #TimeIsNow for concrete actions and commitments for gender equality in global aviation.




LINK



SA Civil Aviation Authority - SACAA@OfficialSACAA

Men still dominate the civil aviation industry. A feature done by SABC 2 Morning Live.
1:05 AM - Aug 9, 2018
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“As a woman who has spent virtually her entire career in the service of international civil aviation, this is truly an exciting moment for me,” commented Dr. Liu in her keynote opening address. “Aviation already contributes greatly to peace, prosperity and sustainable development, all over the world, but it can do even more for our society, and especially for women.”
Highlighting the vast global scope and forecast growth of worldwide air transport operations, Dr. Liu underscored that the optimal performance of the sector relies, at its core, on highly skilled, technical and managerial professionals. In order to meet its future needs, air transport “must first become a better example of gender equality in action, and address head-on why women are still underrepresented in the majority of the technical and executive positions in aviation,” she noted.
“And while the current imbalance may be a challenge to those of us already serving as professionals in this sector, it is also an important opportunity for the next generations of girls now completing their studies and entering the workforce.”
ICAO and South Africa designed the Global Aviation Gender Summit to analyze the issue through both behavioural and socio-economic lenses, with special focus on the importance of diversity, inclusiveness, and the positive impacts expected in terms of organizational effectiveness and success.
Dr. Liu commented that the participants’ work should align with and support the global efforts underway in achieving the 2030 Sustainable Development Agenda, and in particular, SDG5 on Gender, stressing as well that “we especially must not lose sight of the key role to be played in all of these efforts by reliable, disaggregated data on gender, whether for trend analysis, workforce planning, or related needs.”
Dr. Liu also praised the UN agency’s South African partners for the landmark aviation gender event, congratulating and thanking the Honourable Deputy Minister of Transport for South Africa, Ms. Sindisiwe Chikunga, and the State’s Director General of the Civil Aviation, Ms. Poppy Khoza, for their support and leadership.






IATA
✔@IATA

Getting the gender balance right in aviation is key to driving economic progress of nations. But how can this be done in the world where unconscious bias still plays part? That’s the question that is being addressed during the @ICAO http://bit.ly/2LXDFE5 
5:25 AM - Aug 9, 2018
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The ICAO Secretary General concluded her remarks by recognizing that it was “critical to our longer-term success that our agreed approaches advocate among both governments and the private sector,” and that in each case “the need for strong commitments and leadership, at the highest levels, must be consistently underscored.”
The event concluded with participants establishing a roadmap of action aimed at accelerating gender equality and the advancement of women and girls. A communiqué in this regard was subsequently issued and read out to the event by the Deputy Minister of Transport, Ms. Sindisiwe Chikunga.


During her mission to address the Summit, which took place 8 to 10 August 2018, Dr. Fang Liu, also held a bilateral meeting with the Minister of Transport of South Africa, Dr. Bonginkosi Emmanuel Nzimande, focussing on the sustainable development benefits of aviation growth to both the State and the region.
Dr. Liu underscored to the Minister how ICAO-compliant air connectivity serves as a catalyst for sustainable development and the achievement of 15 of the 17 United Nations Agenda 2030 Sustainable Development Goals.
Dr. Liu encouraged Minister Nzimande to ensure the prioritization of civil aviation development within South Africa’s national economic development strategy, and especially as it relates to infrastructure planning and human resources capacity development.
Recognizing that the South Africa civil aviation industry is at an advanced level compared to some other African States, the Secretary General also highlighted the importance of the opportunity it has to be an aviation leader in the region, and support other African States in training and capacity building, as well as advocate advocacy gender equality in aviation. . The Minister acknowledged the relevance of Dr. Liu’s points, and expressed his thanks to ICAO for its role in encouraging and enabling the sustainable development of aviation throughout Africa.
Dr. Liu was also informed by the Minister that South Africa had now joined the Single African Air Transport Market (SAATM), and that it would seek to play a regional leadership role in fostering the growth enabled by liberalization through the enhancement of aviation training provisions
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