Research Paper on Learning and Development Plan 2022

Running head: LEARNING AND DEVELOPMENT PLAN
LEARNING AND DEVELOPMENT PLAN
Name of the student
Name of the university
Author Note

1LEARNING AND DEVELOPMENT PLAN
Table of Contents
Introduction.................................................................................................................................................2
Learning and development: overview.........................................................................................................2
Job Analysis.................................................................................................................................................3
Person analysis............................................................................................................................................3
Individual learning and development gaps..................................................................................................4
Learning and development interventions....................................................................................................6
Non training needs......................................................................................................................................8
Conclusion...................................................................................................................................................9

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Introduction
The purpose of the respective paper is to provide a learning and development plan of the
employees of a company which is an Airbus company. I, as the general manager of the respective
company, have been bestowed with the duty of framing a theoretical as well as pragmatic learning and
development plan for the individuals who would be designated in the position of Quality Assurance
manager and Technical development and construction officer of the Airbus company in order to ensure
the quality and reliability of the buses and the services provided are hereafter met with and tackled. I have
been given this excellent opportunity by the management of the company as a replacement of the quality
assurance manager of the company. Since the quality assurance manager of the company has been absent,
there is a lack of quality control and assurance within the company and its performance. The respective
paper is in an analytical report format where the jobs and the designated candidates are analyzed and a
learning and development plan is propagated to ensure quality in the services from them.
Learning and development: overview
Learning and development is defined as the methodologies, mechanisms and processes that are
aimed to improve and enhance individual performance of the candidates by increasing and sharpening
their skills and knowledge. Learning and development is often termed alternatively as training and
development and is meant for the staff, employees and professionals of the organizations so that their
performance towards their respective job is improved through active training and education (both
theoretical and pragmatic). Learning and development often comes under the strategy of talent
management that is directly as well indirectly linked with the strategic and business goals of the
organization (Renninger et al., 2014). The professionals who are given the responsibility to carry out the
learning and development sessions have to first, identify the gaps and voids in the skills and capabilities
of the trainees which they can often carry out through mechanisms such as SMART goal analysis,
interviews and group discussions) and they are given the sole responsibility to find suitable strategies and
ways by which such gaps might be able to get filled (Renninger et al., 2014). Learning and development
is often considered as a part of total quality management within an organization my varied management
experts and entrepreneurs Procurement, on the other hand, is also an important part of learning and
development because it is important for the training providers to be cost –effective and optimized
according to the organization’s capacities. A proper training would provide individuals with mechanisms
to show them how they might be applying such mechanisms/ methodologies within their own
organization and job designation (Sessa & London, 2015).

3LEARNING AND DEVELOPMENT PLAN
Job Analysis
The two roles that are to be given to the two members of the maintenance team are:
1. Technical development and construction officer
2. Quality Assurance Manager
A quintessential airbus maintenance team can be defined as a set of technicians and maintenance
workers who check and troubleshoot aircraft machinery from time to time, on a regular basis, who also
search for parts in the aircraft that need to be repaired or replaced. Certain expert technicians also carry
out the tasks such as diagnosis of the parts of the aircrafts such as brakes, wheels, electrical systems and
wings before an aircraft is replaced or re-launched. The airbus maintenance teams are also responsible
and accountable towards any kind of technical or engineering outcomes/ consequences of the airbuses or
airplanes. However, a technical development and construction officer would require to have a strong and
prolific knowledge and skill regarding the technical know-how of an aeroplane. He should be
outstandingly intelligent and smart in the areas of mathematics, science, logical reasoning and
calculations. He must have a holistic knowledge of mechanical science and engineering with skills in
subjects such as physics and chemistry. He/ she should be physically strong and mentally sound. He/ she
should be ready to perform easy to difficult technical tasks and be challenging and adventurous in nature.
He/she should be industrious and always active to the requirements whenever given or any kind of help
needed (Seamster & Redding, 2017).
The job role of a quality assurance manager, on the other hand, is multidimensional and multifaceted.
The function of a quality assurance manager in the aviation industry is to monitor adequately and
optimally, the factors such as safe operational practices and premium airplanes that would be best in
quality in terms of flight and comfort for the pilots as well as for the crew and passengers. Quality
management is a holistic managerial concept where the manager needs to be flexible in arena such as
multitasking, multiple problem solving and introspective skills. Since he is responsible for maintaining
quality, he needs to understand every departments of the aviation industry, from significant to trivial
(Mosadeghrad, 2014). A quality manager in aviation industry has to be physically fit and mentally
strong. He/she should be able to have a perfect balance of analytical as well as innovative mind. He/ she
should be industrious enough to carry out quality assurance programs from time to time. He/she should
have a balance in the personality, which means, he/she should be both authoritative and democratic at
times whenever required. He/she should know the skills of extracting the expected work from the
employees and subordinates. He/ she should be diligent, disciplined and dedicated towards his/ her work
(Seamster & Redding, 2017).

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Person analysis
Designation Names Skill they possess
Technical development
and construction
manager
Mr. Brown Mr. Brown is a diligent technician who takes
care of the every details of the repairing process
of the spoilt parts of the airbuses. He is
physically and mentally fit and sound. Apart
from that, he is diligent in his work and is
always present with innovative solutions for
every unique repairing issues the airbuses might
be facing. Mr. Brown is an industrious man who
gives his valuable service at am optimum level.
He is ready to face any kinds of challenges and
always ready to learn new factors and ideas in
the field of construction and technical
development of the aircrafts and airbuses.
Quality Assurance
manager
Mr. Parker Mr. Parker is an industrious employee who
works in the maintenance team of the company.
He is hard working though he commits
absenteeism at times unnecessarily. He is ready
to accept new challenges and always flexible,
which means he is always open to any kinds of
new ideas that his profession might be
demanding. He is analytical and introspective
while he works in the team which is one of the
reasons why I, as a general manager, have
selected him as the expected quality assurance
manager of the company. Apart from that, he is
physically fit and mentally sound as well,
though he lacks in the leadership and
authoritarian qualities in certain areas.

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Individual learning and development gaps
The individual learning and development gaps have been evaluated by taking up the differences between
the job analysis and the person analysis, which is provided hereafter.
Designation Designated Persons Learning and development gaps
1. Technical development
and construction officer
Mr. Brown Mr. Brown has certain
deficiencies in the areas such as
he does not understand the
secondary skills on monitoring
and inspection of the mechanical
objects and machinery.
According to the Australian
Standard Classification of
Occupation, a technical
development and construction
manager should also be
outstandingly efficient in the
matters such as budgeting and
cost calculation of the entire
repair system and procedure
(Treiman, 2013). Mr. Brown
lacks in the qualities of intrinsic
and instrumental monitoring as
well as budgeting to a greater
extent and both the qualities are
believed to be primary and
important qualities for the
technical development and
construction manager in the
aviation sector. Apart from that,
Mr. Brown is also lacking in
quick interpersonal
communication skills. As a
technical head, he is supposed to

6LEARNING AND DEVELOPMENT PLAN
have swift interpersonal verbal as
well as non verbal
communication skills in order to
keep up the operations. However,
with the lack of proper
communication skills, he would
not be able to deliver his
performance as a successful
technical development officer in
the company.
2. Quality Assurance
Manager
Mr. Parker Mr. Parker lacks in the qualities
of leadership, which is an
important skill for a quality
assurance manager. Quality
assurance means working with
individuals to set and achieve the
lesser as well as greater
objectives of the company. In
such case, leadership is required
which he lacks. Apart from that,
he lacks in interpersonal skills
and also is sometimes seen
unmindful and absent minded in
the workplace, which are his
negative qualities.

7LEARNING AND DEVELOPMENT PLAN
Learning and development interventions
Designation Designated
persons
Learning and development
plans
Commentary (others)
1. Technical
development
and
construction
officer
Mr. Brown Mr. Brown would be
provided with training in
monitoring and inspection
skills. The monetary and
inspection skills would be
provided by the skill
development experts that
have been hired by our
company. The best way by
which monitoring skills
might be provided to him to
develop it in him is by
giving him the lessons of
active listening and a proper
interpersonal communication
skill (Kyllonen, 2013).
Along with the skills of
listening and
communicating, the other
basic soft skills such as
analytical, introspective and
evaluating skills which are
also essential for a technical
development officer in the
aviation industry (Kulkarni,
& Chachadi, 2014). Mr.
Mr. Brown has certain
other difficulties such as,
he lacks in interpersonal
communication skills.
Since interpersonal skills
largely fall under the
canopy of personality
development and
grooming, therefore, I
believe that such skills
might not be provided by
us on behalf of the
company. In such cases,
Mr. Brown would be
suggested to take up
personality and grooming
classes outside the
organization in eminent
soft skills institutions
present in Australia.

8LEARNING AND DEVELOPMENT PLAN
Brown should also be given
organizing skills such as
identifying critical tasks,
arrange tasks in logical
order, establishing priorities
and creating a SMART
strategy to execute the tasks
correctly (Hamid, Islam &
Manaf, 2014). Such
organizing practice would
ultimately help him make
and formulate budget in the
workplace (Staples, 2016).
2. Quality
Assurance
Manager
Mr. Parker Mr. Parker would be
provided with training on
leadership. Mr. Parker would
be given training on how to
carry out different types of
leadership, both
authoritarian as well as
democratic as both of them
are needed for his
profession. He would be
given lessons on practicing
situational awareness, how
to resolve conflicts between
the employees and
subordinates with the usage
of various theories such as
game theories, negotiation
theories (Scoular & Care,
2018). He might as well be
given pragmatic lessons by
placing him into a situation
Mr. Parker has shown
traces of unmindful
behavior and absent
mindedness in the
workplace. The reasons
behind such undesirable
and callous behavior might
be multidimensional and
multifaceted (Grégoire &
Lachance, 2015). The
reasons might be lack of
enthusiasm for work in
him, disinterest in the tasks
he has been allotted, stress,
anxiety and physical as
well as mental fatigue due
to professional as well as
personal pressure hereafter
(Dane & Brummel, 2014).
Absent mindedness in Mr.
Parker can be treated with

9LEARNING AND DEVELOPMENT PLAN
where he would be given to
carry out a project/ operation
through which he would be
given practical knowledge
(Smith & Pourchot, 2013).
the help of different
mindful exercises such as
Yoga, meditation,
Vipassana meditation and
other mind calming
activities by the eminent
healers and mental well
being institutes that are
present in Australia.
Non training needs
Mr. Brown has certain other difficulties such as, he lacks in interpersonal communication skills.
Since interpersonal communication skills largely fall under the canopy of personality development and
grooming. However, personal development and grooming is taught best at the different professional and
personal development training centers that are predominantly available in Australia. therefore, I believe
that such skills might not be provided by us on behalf of the company. In such cases, Mr. Brown would
be suggested to take up personality and grooming classes outside the organization in eminent soft skills
institutions present in Australia. Australian Institute of Soft Skills Training is an example of an institution
that provides comprehensive training and education (both theoretical and pragmatic) in the areas of soft
skills for the employees or prospective employees/ candidates pursing for job in corporate and other
sectors (Aisstraining.com.au., 2019).
Mr. Parker has shown traces of unmindful behavior and absent mindedness in the workplace. The
reasons behind such undesirable and callous behavior might be lack of enthusiasm for work in him,
disinterest in the tasks he has been allotted, stress, anxiety and physical as well as mental fatigue due to
professional as well as personal pressure hereafter. Absent mindedness in Mr. Parker can be treated with
the help of different mindful exercises such as Yoga, meditation, Vipassana meditation and other mind
calming activities by the eminent healers and mental well being institutes that are present in Australia.
The wellness retreats in Australia, such as Vipassana Centre Queensland, Happy Buddha and Billabong
Retreat might help Mr. Parker to attain stability of mind and body with the meditation courses they
provide. The retreats would help him to attain mindfulness within himself and balance in his
psychological state that would eradicate unnecessary pressure and stress from him, thereby, increasing his
productivity (Sinclair).

10LEARNING AND DEVELOPMENT PLAN
Conclusion
The respective paper concludes to provide a learning and development plan of the employees of a
company which is an Airbus company. I, as the general manager of the respective company, have been
bestowed with the duty of framing a theoretical as well as pragmatic learning and development plan for
the individuals who would be designated in the position of Quality Assurance manager and Technical
development and construction officer of the Airbus company in order to ensure the quality and reliability
of the buses and the services provided are hereafter met with and tackled.

11LEARNING AND DEVELOPMENT PLAN
References:
Aisstraining.com.au.(2019). Available at: https://www.aisstraining.com.au/
Dane, E., & Brummel, B. J. (2014). Examining workplace mindfulness and its relations to job performance
and turnover intention. Human relations, 67(1), 105-128.
Grégoire, S., & Lachance, L. (2015). Evaluation of a brief mindfulness-based intervention to reduce
psychological distress in the workplace. Mindfulness, 6(4), 836-847.
Hamid, M. S. A., Islam, R., & Manaf, N. H. A. (2014). Employability skills development approaches: an
application of the analytic network process. Asian Academy of Management Journal, 19(1), 93.
Kulkarni, N., & Chachadi, A. H. (2014). Skills for Employability: Employers' Perspective. SCMS Journal of
Indian Management, 11(3), 64.
Kyllonen, P. C. (2013). Soft skills for the workplace. Change: The Magazine of Higher Learning, 45(6),
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development. Psychology Press.
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Smith, M. C., & Pourchot, T. (2013). Adult learning and development: Perspectives from educational
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