Table of Contents
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- Components of Training and Development Program
- Individual Benefits from the Training and Development Program
- Career Competencies
- Employee Satisfaction
- Employee Performance
- Organizational Benefits from the Training and Development Program
- Market Growth
- Employee Retention
- Related Management essays
In today’s globalized market, all successful organizations realize the necessity of efficient employees because their efforts bring an organization to success. Hence, prime strategy of all competitive organizations focuses on recruiting, learning, developing, and retaining high caliber employees to increase the company’s productivity and growth. Emirates Airlines is an airline company of the Emirates Group headquartered in Dubai that puts emphasis on the learning and development of employees. Recognizing the significance of self-development and the enhanced skills and knowledge, the HRD of Emirates Airlines has launched a series of effective training programs. These programs are accessible to the entire staff of the company such as crewmembers, corporate employees, and the technical staff responsible for the repair and maintenance of aircrafts.
Not only do the training and development programs help Emirates Airlines employees in their career enhancement but they also improve the overall performance of the company. This initiative has led Emirates Airlines to become famous for its luxurious in-flight service and to deliver consistent revenue growth. In less than a decade, the company has become one of the largest fleet carriers all over the world, operating over 3,500 passenger flights weekly, and is unique for its long-distance flights. The current paper presents a conceptual study based on the employee training and development programs and its advantages. This paper also examines the Emirates Airlines structure of employee training and development program, and the observations highlight the positive outcomes for the staff and the organization. Furthermore, the paper will also point out some factors as to why organizations cannot stay competitive in the recent global economy in the absence of well-designed training programs.
Components of Training and Development Program
The human resource department of Emirates Airlines designs effective training programs for improving the employees’ efficiency and satisfaction at work. This department ensures that its employees and organization meet the strategic goals and objectives through well-designed development programs for the efficient management and increased productivity. The senior management of Emirates Airlines realizes that an ideal learning and development program for employees must combine all elements of knowledge, goal setting, and career development. These approaches enable the training program to be more effective for the organization and employees. Today, Emirates Airlines extensively uses the IT systems in the training programs. Knowledge and information systems included in the learning programs help the company to compete with leading world airlines such as British Airways and Lufthansa. At Emirates Airlines, the employees receive the latest technological aspects of training to encounter the new challenges in their daily tasks. The company management ensures that the employees possess knowledge, abilities, and skills, and the senior managers must enhance their talent according to the requirement of the job and delegated tasks (Allen, Shore, & Griffeth, 2003).
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Individual Benefits from the Training and Development Program
Emirates Airlines considers the training and development programs as an extremely critical process for the organizational growth. The company considers training as an essential requirement because it puts emphasis on honing the employees’ skills, which helps in discharging their duties and tasks delegated to them. These competencies increase the worth of the company on the global market. For instance, the Emirates’ cabin crews are the most competent in the world. According to the company annual report, the organization recruits cabin crews consisting of pilots and flight attendants all over the world and trains them on a single platform at their Dubai training center. The organization allocates more than 5% of its yearly revenue on training and development of flying staff (The Emirates Group, 2015).
The employees receive many benefits from such training and development programs. They learn the technical and soft skills that help them in their professional development and enhancing their competencies. Emirates Airlines invites fresh university graduates for the jobs of flight attendants, which needs intensive customer-care programs because of their regular interaction with passengers on the board. In addition, the company offers big payoffs after the successful of training of recruits and absorbs them in the organization. Thus, employees prefer to work for Emirates Airlines not only for better emoluments but also for job satisfaction, growth opportunities, and support services that they receive from the organization (Somaya, Willaimson, & Lorinkova, 2008).
Emirates Airlines realizes that training and development is mandatory for the satisfaction of workforce. Employees will not be encouraged and motivated if they develop the perception that their organization does not care for them. The company willingly spends money on its employees because such an investment brings benefits to the company in the long-run. The outcome is that the employees receive a high level of satisfaction, which leads to the low rate of turnover.
Training increases the reliability of the organization because workers recognize that their company invests in their career growth. It is difficult to calculate loyalty with the company but it has significance to the intrinsic reward that workers recognize. Employees receive encouragement and want to develop their career with the company, when they realize they contribute their skills and efforts in the bottom line for their organization. Emirates Airlines also believes that the workers are its strength and a major tool for enhancing the company’s image in the aviation industry. Consequently, the best and talented workers do not quit for the financial gains, although a role of salary and financial benefits is greater in retention of workers. In fact, these workers always look for new opportunities to adopt novel skills and to face challenges in their day-to-day activities. Hence, nourishing such talents by Emirates Airlines facilitates the boosting of self-esteem, job gratification, and satisfaction in the employees (Firth, Mellor, Moore, & Loquet, 2004).
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Training influences the behavior of workers and their competencies resulting in the increased employee productivity and further constructive changes serves as a scale to measure the employee performance as well as the productivity for an organization. To enhance its employees’ performance, Emirates Airlines encourages the adoption of self-study programs similar to other teaching methods. The company provides free laptops to the workers and expects them to be innovative and creative by surfing the web for gathering knowledge about new ideas and technological advancements. The company encourages the employees to submit their proposals to the management and if the proposals are beneficial for organizational growth, then the company awards such workers with out-of-turn promotion and salary benefits (Storey, 2004).
Organizational Benefits from the Training and Development Program
Employee training programs are crucial for Emirates Airlines to stay competitive and solvent in the aviation industry. Although it involves huge spending on workers, this investment yields positive outcomes for the organization by holding the competitive advantage on the market. Emirates Airline mentions two motives that are significant for the workers’ knowledge. First, the workers identify the value of training programs, and they are marketable by the company. Second, the senior management of the company realizes how quickly information travels in a present business environment. Thus, it is necessary for the companies to maintain and develop such a learning climate for the workforce that will increase the knowledge, capabilities, and the competitive ability of the organization. However, such learning programs are expensive, but they render a positive outcome on ROI (return-on- investment) of a company (Valcour, 2014).
Moreover, not only do the employee learning programs enhance the profit of Emirates Airlines but they also offer difference within Middle East market. The company continuously searches for the new opportunities and methods for imparting training to employees and even sends talented employees abroad for learning the latest technological advancements. After the completion of training, these employees introduce new processes in the operations of the company, thus helping it to introduce low mileage aircrafts and reduce carbon footprints in the repairs and maintenance of aircrafts. Finally, Emirates Airlines also uses employee training and development programs as a tool to improve its credibility as the best employer on the job market (Gould-Williams, 2003).
On today’s global market, the retention of an employee is a challenging problem, and there is no instrument to retain workers with the company. Emirates Airlines believes that one of the tools, which help to retain workers, is to offer them enough learning opportunities to improve their performance. Thus, a strong relationship exists between the employee retention and the learning and development programs. The company recognizes that experienced workforce is its prime asset and that it would suffer a huge loss of manpower in case employees quit from the organization. The company hires talented professionals from all over the world for imparting training to its employees. The employees also appreciate efforts, time, and money invested by the company and show their loyalty by delivering their performance and productivity (Wright, Gardner, & Moynihan, 2003).
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The paper examines importance given to the training and development programs by Emirates Airlines and concludes that such a learning program leads to the significant benefits for the organization and individuals. The paper highlights the benefits of training programs that differ from organizational performance and individual. The paper examines different perspective of the development programs offered by Emirates Airlines to understand the advantages of a training program. The paper also tries to focus that organizations can gain benefits from the learning programs by concentrating attention on the design, transfer, and the delivery of training. The study concludes that it is extremely advantageous for the companies to include the employee training program to stay competitive on the fast-changing global market. Moreover, those organizations that support employees in their job satisfaction and career growth yield long-term profit and retain most valuable human capital of efficient and effective employees.