Training and Development - Emirates Airways - Case Study Example

TRAINING AND DEVELOPMENT REPORT 1.0 INTRODUCTION 2 1.1The organization 2 1.2 Training and development 2 2.0 OBJECTIVES OF TRAINING AND DEVELOPMENT 3 3.0 TRAINING PROGRAMMES IN THE ORGANIZATION ARE DEVELOPED BY: 3 4.0 METHODS OF TRAINING 4 5.0 BENEFITS OF TRAINING AND DEVELOPMENT 5 5.1 Organizational Benefits 5 5.2 Employee Benefits 6 5.3 Societal Benefits 6 6.0 THE OF PROCESS TRAINING 7 6.1 INSTRUCTIONAL SYSTEM DESIGN (ISD) MODEL 7 6.2 Training Process steps 8 6.2.1 Training Needs Analysis 8 6.2.2 Training Design and Delivery 9 6.2.3 Training Evaluation- 9 7.0 PROBLEMS THAT HINDER EFFECTIVE TRAINING 11 8.0 CONCLUSION/ RECOMMENDATION 11 9.0 REFERENCES 12 1.0 INTRODUCTION 1.1The organization Emirates Airways is an airline located in Dubai, United Arab Emirates Airways. It’s the largest airline in the Middle East. Emirates Airways a subsidiary of The Emirates Airways Group, has over 50,000 employees, is wholly owned by government of Dubai. As from 2004, it changed its slogan to Fly Emirates Airways. The airline has diversified into associated sectors and industries like, engineering, airport, hospitality services, catering, and tour operator operations. The Emirates Airways Group has engaged a total of 49,950 employees and the chief center of attention for Emirates Airways and its employees is to provide better-quality customer service. Hence the Emirates Airways provides with its employees with remuneration such as comprehensive health plans and paid maternity and sick leave. Another strategy employed by Emirates Airways is training and developments of its employees.we believe that employees are the most important investment in any organization, they play a pivotal role both internally and externally. Beginning with the customer's perception to a shareholder standpoint, Human resource is the in-house medium used to ensure that the business is aligned to current competition and sharing a common focus in order to remain relevant in the market. With confirmed successful history across extensive industries and employ the best people who have prove that they are good enough. Our employees have wide experience across Human Resource Management. 1.2 Training and development It refers to imparting specific skills, abilities and knowledge to an employee in an endeavor to develop current and future employees performance through increasing an employee’s capacity to perform through learning, changing attitude, increasing his/her knowledge and skills and empowering them to tap their natural abilities. Training normally is offered to operational level while development at the strategic level of management. Training also involve acquisition of knowledge, skills and abilities to develop one’s current job performance whereas Development engross attainment of knowledge, skills and abilities necessary to carry out prospect responsibilities in the work place resulting in the long-term success of individual vocation set goals and objectives of the organization. Training and development is necessitated by the performance it achieve realized through human resources development programs that is a planned and systematic activities designed by the organization to offer its employees an opportunity to gain knowledge and necessary skills that will enable them meet current and future demands in the work place. 2.0 OBJECTIVES OF TRAINING AND DEVELOPMENT The primary aim of training and development is to help the organization accomplish its purpose through value addition to its important human resource (employees). The specific objectives include: To develop employees competences and improve their performance; To help employees grow within the organization in order meet its future needs for human resource; To minimize employees learning time meant for starting in new jobs, promotion or transfers and to ensure that employees grow to be fully professional and efficient as possible 3.0 TRAINING PROGRAMMES IN THE ORGANIZATION ARE DEVELOPED BY: Human Resource department with the help of immediate supervisors, members of the personnel staff, Specialists in other parts of the company and outside consultants This department is designed to hire, train and develop employees with an aim of achieving organizational goals, build a conducive work atmosphere and strong culture in the organization.  Successful human resource provide clear and focus environment for all people in order to fit into place every person in the organization towards a set objective. Emirates Airways offer an exceptional and a complete package of training and development solutions for example: Devoted training solutions and leadership programmes for the Emirati community workshops and interactive programmes in an accommodating atmosphere Wide range of blended solutions for example e-learning, classroom-based training Developing designing, and delivering customized training programmes: Our training and development program is contacted three times in a year with an aim of building knowledgeable employees in the critical business environment. Our team has a broad understanding and experience across many business and industry. 4.0 METHODS OF TRAINING We provide an all around solution which includes design questionnaire and interviews, collecting and analyzing data, actions plans, business requirements solution and improvement plans. Variety of techniques methods are use in training based on the most effective one for your people. These methods include a) on-the-job and b) off-the-job training. An on-the-job method is a method that is applied in the workplace while the employee is essentially working. For example Orientation: this is where the new employee is effectively integrated into the organization by explaining how the organization process operates and become part of the work team Job instruction Training: this is training by demonstration on the job to be done. Coaching: it is a process where employees are supported while learning in order to achieve a set goal Job rotation: it is a method where employees are shifted across all jobs at regular intervals of time this will expose them to several departments Internship: it is an exchange where students work in order to gain experience in an organization. Off-the-job methods it is training carried away from workplaces it includes: Lectures: it is verbal presentation of instructions by an instructor to employees. Programmed Instruction (PI): instruction is presented to the trainee in blocks without the interference of a trainer by use of a manual. Simulation:  method that create a real environment for the trainee by presenting likely problem and several solution to the trainee Case Study: it is a written explanation actual circumstance which provokes the trainer to make a decision and come up with an answer. Role playing: it involves creating a practical situation and then the trainee assumes the role of definite personality in the condition. Audio-visual: this are PowerPoint presentation,video-tapes and films used to provide a extensive range of reasonable examples of job conditions 5.0 BENEFITS OF TRAINING AND DEVELOPMENT 5.1 Organizational Benefits a) It leads into enhanced profitability and encourages greater activity towards profit maximization which is a main objective. b) It boost the employee morale at the work place hence create efficiency c) It helps employees identify themselves with the organizational goals thus creating improved company image d) It foster genuineness, honesty and belief which in turn improves the relationship between the manager and subordinate e) Helps prepare guidelines for work and create a better understanding and carrying out organizational policies. f) Trained employees produces quality results in the organization’s as a result of efficiency and effectiveness g) With the employee recruitment and retention this will attract and retain competent staff in the organization who are more productive 5.2 Employee Benefits a) It helps the employee to make decisions that are better resulting in effective solving of problem b) in the course of training and development, employees will be motivated and recognized hence a sense of responsibility and handwork is achieved c) It help in encouraging self-development and self-confidence hence better performance d) An employee is able to manage stress, tension, conflict in and organization leading to conducive working environment e) There will be opportunity and space for improving in leadership, management, communication skills resulting in a all rounded person f) With training and development employee have high prospect for promotion, higher earnings and a feel of job security 5.3 Societal Benefits a) When the population is educated the society will be developed b) There will be Improve living standard hence productivity is driven higher leading to society improve economic growth c) Help in leadership skills development, improved motivation and greater loyalty that thriving employees and managers usually display. d) Helps conflict management thereby creating a conducive society with respect and hard work 6.0 THE OF PROCESS TRAINING The training process applied involves mostly induction, the contents of induction training are general in nature and composed of the following: Safety and Health Human Resource Policies and procedures Terms and Conditions of employment History and Structure A balanced and scientific model of Training and development processis made up of three major steps: a) Training needs analysis b) Training design and delivery c) Training evaluation The model used to explained this process is known as instructional system design (isd) model 6.1 INSTRUCTIONAL SYSTEM DESIGN (ISD) MODEL 6.2 Training Process steps 6.2.1 Training Needs Analysis i. Organizational Analysis – this provide information on where training in the organization is required by identifying the goals of the organization which can be both short-term and long-term, it also explain the trends that are likely to affect the set goals. Analyst need to ask following questions: How does the organization attract, retain and motivate its varied employees? How does the organization compete with other organization for employees with the right knowledge and skills? Which jobs require training? All these questions enable the analyst to spot skill gaps in the organization and employees to enable the organization to train and develop. ii. Task Analysis – It shows the type of training needed. It is essential to enable an organization evaluate and recognize what tasks is needed on each job and the correct knowledge, skills and abilities required to perform the tasks. This evaluation helps set up a plan that describes the knowledge, skills and abilities to be achieved on completion of the training programme. iii. Person Analysis – It is the identification of who needs training in an organization. The analysis targets individual staff. The main aim is to determine which necessary knowledge, skills and abilities the potential learner have already been learnt to be able to save training time and avoid repeating what trainee already knows. At this level employed staff who need to undergo training are also identified 6.2.2 Training Design and Delivery i. Objectives: the objectives is to offer the reason for designing the training programme and how to measure success this will help evaluate usefulness of the training programme. For example after training, the employee will be able to treat and smile tot all customers even though he/she is exhausted or ill. ii. Content: these describe the plan of delivery and establish the skills and knowledge to acquire, for instance who are selected to teach, frequently depends on where the programme is being perform and skill being taught. Case in point, programmes that teach basic skills are typically done by HR department members or an expert in the company departments. Big firms normally uphold their own training departments whose staff conducts the programmes. iii. Method: several number of methods of training are used. The most common methods include on-the-job and off-the-job methods. on-the-job method is a method that is applied in the workplace while the employee is essentially working while Off-the-job methods is training carried away from workplaces iv. Learning Principles: Training and development programmes will be successful when it integrate the following learning principles: Employee inspiration, individual differences Recognition , Reinforcement, reward based on results, Goal achievement and learning Transfer. 6.2.3 Training Evaluation- It is a process used to evaluate the worth and value of training programmes because enormous amount of money have been spent on training and development, it also explain how far the programme has been helpful. The objective of evaluating the training and development programmes is to establish if it accomplish the specific objectives of training for instance correcting performance deficiencies and ensuring that any changes in learner are as a result of training programme and not any other conditions. The Training and development programmes should be assessed to establish their usefulness and to explain why there was a programme failure in case it fails to achieve the objective, training and development is greatly enhanced when it prove that an organization truly benefited from it. Training programme evaluation must be based on the on the following doctrines It must provide the means and focus for trainers to be able to appraise themselves, the products and practices. It must be continuous and precise. It should based on objective methods and standards and There is need to set realistic target dates for each phase of the evaluation process. It must be clear about the goals and purposes of evaluation. Criteria for Evaluation: there are a number of potential goals set to guide in evaluation process for example Training validity: help to find out if the trainees learnt during training. Transfer validity: you should be able to establish if what has been learnt was transferred on the job and is able to enhanced performance in an organization Intra-organizational validity: help to established if performance of employees trained is consistent with the performance of the original training group Evaluation Techniques: There are several evaluation techniques being used in the organization that stated that the value of the methods is inversely proportional to the ease in which the evaluation is done. For example the use of experimental and control groups. Where each group is randomly selected, where one is to receive training (experimental) while the other don’t receive training (control). This method helps to guarantee the structure of groups that are similar to each other and measures are taken on the indicators of success for example pieces produced per hour before and after training for both groups. If the gains confirmed by the experimental groups are better than those of the control group then training programme is labeled as successful. 7.0 PROBLEMS THAT HINDER EFFECTIVE TRAINING i. Lack of management commitment: an organizations don’t want spend money on training. While if it does only tend to give attention to managers, professionals, technicians and while operational workers are ignored. ii. Total amount Spend on training is Inadequate:an organization spends less proportions of their income on training and development normally the budget allocation to trainings becomes the first item to be slash when there is a financial crisis. iii. Poaching of trained workers: workforce that has been trained normally is in great demand leading to lose of the best staff to the most paying the organization 8.0 CONCLUSION/ RECOMMENDATION The report has shown that there is need for training in an organization based on the benefits that a organization receive from training and developing it employees for example productivity Increases, their reduced employee turnover and efficiency is increased all this will lead to financial gains and reduced need for supervision. Though training is necessary by and large development of the competency of organization personnel will prove its success and it importance in the light of the present obligation as well as the future requirement, also the problems it faces for instance lack of management commitment and inadequate fund allocated to the programme which could have ensure growth of employee and organization performance but in the end act as an obstacle should be eliminated. In view of the limited resources organization should priorities the training and development programmes to be able to realize its benefit because training and development programmes when recognized earlier and controlled have significant impact in changing the ability of the individual to perform his task better hence increasing his potential for future task 9.0 REFERENCES http://www.Emirates Airwaysme.com/people.html http://www.businessdictionary.com/definition/job-instruction-training.html#ixzz2SVUw0sqF Anthony Landale (1999). Gower Handbook of Training and Development. Gower Publishing, Ltd. ISBN 0-566-08122-9 Derek Torrington, Laura Hall, and Stephen Taylor (2004). Human Resource Management. Pearson Education. p. 363. ISBN 0-273-68713-1. Diane Arthur (1995). "Training and Development". Managing Human Resources in Small & Mid-Sized Companies. AMACOM Div American Mgmt Assn. ISBN 0-8144-7311-3, Shawn A. Smith and Rebecca A. Mazin (2004). "Training and Development". The HR Answer Book. AMACOM Div American Mgmt Assn. ISBN 0-8144-7223-0. Read More