Training and Development Process at Qantas Airlines - Australia

Question: Describe about the Training and Development at Qantas Airlines? Answer: Introduction Qantas Airlines recruit the professionals and give them extensive training in centers for service excellence. The training and development skills in the staff of the airlines are refined by exceptional training programs arranged by the airlines. The report would cover analysis of training and development in Qantas Airlines in regard with the andragogy principle. The need to know It is essential for the staff and the aviation crew to know the gaps that are preventing in making them international and world leaders. The need to understand the relevance of professional training by the crew members drives the source of world class facilities provided at the centers of Qantas Learning. Learners as Self Directed The Qantas airlines provides various facilities to foster self learning providing a flexible space to learn. There are rotational facilities for the employees to choose their training methodology. The self assessment tasks, assignments and self evaluation techniques (Eiff, 1997) help the adults to actually dwell deeper into the level of their skills and capabilities and refine them with the help of further training. They are provided with a flexible and continuous platform to learn themselves and practice in real life to keep them motivated. The role of learners experience Based on the previous experience of the new recruits, the training and development programs are segregated into four of the main training domains and flying programs to meet up the present demands of the training. The sessions are divided into various stages based over the past experience of the employees. These experiences are pleasurably welcomed by the training center and based over it, groups are defined for further training. This helps in reducing the feeling of discrimination and further leading up to fruitfulness of the training program. Inter group debates, extempore, simulations, problem solving methodologies (Edkins, 2002) are arranged to keep those groups in pace with each other and hence finally come up with a unanimously trained team of qualified professionals. Readiness to Learn The present and future need for customer service in the airlines is what drives the employees to learn the same. Every airlines have different code of conduct which need to be understood by the new recruits in order to uphold and maintain the environment of the customer service in the airlines. The employees are encouraged and made ready to learn everything disseminated in the training program for their personal good and for the betterment of the airlines. Orientation to Learning The training and development cell not only focuses over the core subjects required in the aviation and customer service, but also train the employees for some real life complex challenges that they would face. This orientation towards learning multi faceted dimensions of the real life problems (Davies, 1971) and required knowledge would refine their personal and professional skill set. Motivation The motivation of the crew members of aviation industry as well as the ground staff operating in the offices is directly proportional to the work life balance they attain in their jobs. During the training they are made ambitious and team players to infuse passion and desire for excellent aviation and customer services. They are promised of their job satisfaction (Galusha, 1998) with the help of problem appraisal system present in the company. The time constraints and long shifts are compensated with vacation plans and other incentives given to keep up the spirit of work and keep the employees motivated for work. References Eiff, G., Ropp, T., Mattson, M. 1997,Using Target Performance Indicators as a Training and Evaluation Tool(No. 972618), SAE Technical Paper. Edkins, G. D. 2002, A review of the benefits of aviation human factors training,Human Factors and Aerospace Safety, 2, no. 3, pp. 201-216. Davies, D. G. 1971, The efficiency of public versus private firms, the case of Australia's two airlines,Journal of Law and Economics, pp. 149-165. Galusha, J. M. 1998, Principles of Training and of Adult Education: A Comparison.