Research on Training & Development Programs at Emirates Airline UK

This report investigates the significance of training and development programs for organizational growth and success, focusing on Emirates Airline UK. It explores the role of these programs in enhancing employee skills, knowledge, and overall job performance within the airline industry. The study examines how Emirates Airline utilizes training initiatives, such as the Emirates Flight Training Academy, to cultivate a skilled workforce and maintain a competitive edge. Furthermore, the report identifies potential challenges faced by the organization in designing and implementing effective training strategies. Finally, it proposes strategies to improve the effectiveness of training and development initiatives, aiming to optimize employee satisfaction, reduce turnover, and align individual and organizational objectives. The research employs a literature review methodology, drawing on various scholarly articles and industry insights to provide a comprehensive understanding of the topic. Desklib provides past papers and solved assignments for students.

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To investigate the importance of training and development programs in growth and success
of an organization: In context of Emirates Airline UK

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Table of Contents
1.0 Introduction.....................................................................................................................................3
1.1 Research topic.............................................................................................................................4
1.2 Importance of the problem...........................................................................................................5
1.3 Aim of the research project..........................................................................................................5
2.0 Research questions..........................................................................................................................6
3.0 Literature review.............................................................................................................................6
3.1 To explore the role and importance of training and development programs in an organization: In
context of Emirates Airline UK.........................................................................................................7
3.2 To discover the possible challenges faced by the organization in process of designing training
and development strategies: In context of Emirates Airline UK......................................................10
3.3 To suggest the effective strategies to improve the effectiveness the training and development
strategies in an organization: In context of Emirates Airline UK.....................................................12
4.0 Methodology.................................................................................................................................14
4.1 Research design, research approach and research type..............................................................14
5.0 References.....................................................................................................................................17

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1.0 Introduction
In the developing and competitive business environment, it is essential for each of the
organization to have skilled and knowledgeable employees to manage the operational
activities in effective manner. As well as, it is essential for the organization to have
competitive advantages to sustain in the competitive industry for long-term. In this concern,
the organizations are implementing different training and development programs to improve
the skills and knowledge of their employees and attain the competitive advantages. It is
analyzed that the service industry like Airline industry is becoming highly competitive across
the world and needed highly skilled and knowledgeable for the organizations (O’Connell,
2011). In this concern, it is essential for the Airline organizations to adopt appropriate
training and development programs to make a strong and capable team of human resources.
The research study is conducted on Emirates Airline in UK to understand the role of training
and development programs in an organization.
Emirates Airline considered as an essential part of the organizational function to offer
excellent customer care services in the associated industry. Emirates Airline is providing
training and development programs through its own Emirates Flight Training Academy
(EFTA), which has the capacity up to 600 cadets. There are 27 aircraft dedicated to provide
training for the cadets. In this concern, Emirates Airline has a structured mould to provide
training and development programs for its employees and deliver customer centred services.
Emirates Flight Training Academy is a platform of innovative resources that coalesces an
exceptional and dedicated runway as well as superior fleet of training aircraft for its
employees (Emirates, 2018). In addition, Emirates Airline is providing better career
development opportunities to the employees to retain them for long-term. The career

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development opportunities encourage the employees to do their best towards the
organizational objectives. Emirates Airline considers training and development programs as
immense part of the organizational success. In this concern, it is analyzed that the way of
managing the human resources of Emirates Airline is effective and different from its
competitors. In this concern, the research study is based on importance of training and
development programs in an organization to improve the organizational efficiency and attain
the organizational objectives in effective manner (Salas et al., 2012). The organizations can
face several challenges while implementing the training and development programs at the
workplace. It is essential for the management to consider these challenges while taking the
decision of employee training to attain the objectives of training in more professional manner.
In addition, the organization must make efforts to make appropriate planning for training and
development programs in more effective manner to attain the competitive advantages in the
associated industry.
1.1 Research topic
The topic of the research is “To investigate the importance of training and development
programs in growth and success of an organization: In context of Emirates Airline UK”.
Academic significance of the topic area:
In academic concern, the research study has significance for the readers and the students in
understanding the role of training and development training in the organizations. As well as,
the students can use this research study as a reference for further research studies in similar
field.
Significance in business context where the problem lives:

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In business concern, the research study has significance for the organizations in improving
employee performance through training and development programs. The research study is
determining how an organization can improve the employee performance and attain the
desired goals and objectives in successful manner. In addition, the research study is also
helpful for the organizations in reducing the conflicts and improving the internal capabilities
in effective manner.
1.2 Importance of the problem
Training and development programs are considered as an essential element for the
organization to improve the organizational efficiency and attain the desired outcomes. In this
concern, the investigation on the issue of training and development programs has much
importance for Emirates Airline. In order to offer the excellent customer services that are
expected by the customers and meet out ever changing needs of the organization, it is
essential for the individuals to have good skills to do the job in well manner. The
development of the individuals leads to success of the organization. The learning and
development department of Emirates Airline assist the training and development for entire
people working in different departments of the organization (Emirates Flight Catering, 2018).
In this concern, the investigation of the research issue has importance for each of the
individuals of the organization to develop self skills and capabilities in effective manner. As
well as, the research problem has importance to improve the organizational performance and
optimize team performance at the workplace.
1.3 Aim of the research project
The aim of this research study is to determine the importance and role of training and
development programs in growth and success of an organization. The aim of the research
study will be attained through accomplishment of the below research objectives:

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 To explore the role and importance of training and development programs in an
organization: In context of Emirates Airline UK
 To discover the possible challenges faced by the organization in process of designing
training and development strategies: In context of Emirates Airline UK
 To suggest the effective strategies to improve the effectiveness the training and
development strategies in an organization: In context of Emirates Airline UK
2.0 Research questions
It is essential for a researcher to frame appropriate questions that will be answered during the
process of research study as the question will enable the researcher to have proper attention
on a specific issue. In this concern, the below questions will be identified during the research
study:
 What is training and development programs in an organization?
 How the training and development programs are developing the people at Emirates
Airline?
 What challenges may be faced by Emirates Airline during the implementation of
training and development programs?
 How the training and development strategies can be improved in effective and desired
manner?
3.0 Literature review
In a research study, literature review part is considered as a base of obtaining the research
outcomes. Under the section of literature reviews, the views and arguments of different
scholars are presented in well manner to attain the search objectives in well manner. In this

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concern, the literature review presents different secondary data related to the research issue to
provide ground knowledge about the research issue.
3.1 To explore the role and importance of training and development programs in an
organization: In context of Emirates Airline UK
In an organization, the human resource department is responsible to conduct the training and
development programs as an essential function of the organizational activities. The aim of
conducting training and development program is to improve the job performance of the
employees in organizational setting. In this concern, Salas et al., (2012) depicted that the
activities related to training and development programs play significant role in development
of skills, abilities and knowledge of the employees to perform their job in better manner. Due
to this concern, the training and development programs lead to deep understanding of the
employees about the working procedures. The skilled and knowledgeable employees will be
satisfy with the working environment and devoted towards the organizational achievements.
As well as, the training and development programs are helpful in maintaining employee
safety at the workplace. In support of this Kraimer et al., (2011) argued that training and
development programs are vital for the organization to develop the multi-skills among the
workforce. The employees can manage different diverse situations at the workplace and run
the organizational activities in proper manner. Thus, there will be fewer chances of
occurrence of accidents on the job due to proficient employees as the employees will be able
to manage these occurrences in effective manner through their knowledge and skills obtained
from different training and development programs. In Emirates Airline, the human resource
department takes entire responsibility of training and development programs to ensure the
employee satisfaction and effectiveness of the operational activities. The human resource
department of Emirates Airline ensures that the training and development programs assist the
organization and employees in large concern to meet the organizational objectives and

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strategic objectives through proper management of the employees. The management of
Emirates Airline ensures that the legal and political factors are favourable for the
organization through an effective human resource management.
According to Khan et al., (2011) there are different training and development programs such
as on job training and off job training that can be implemented by the organization for the
development of the employees and improve the organizational efficiency in desired manner.
These training and development programs are helpful for the organizations in developing the
knowledge and skills to manage the challenges at the workplace. In job training program the
employees are trained and skilled at the workplace so it helps the human resources to avoid
the accidents and damages in the working place. Off job training programs are used to
provide the training for the employees in theoretical perspective. Emirates Airline uses both
of the training programs to improve the skills of its employees. Along with this, Stahl et al.,
(2012) stated that training activities facilitate the descriptive understanding related to the
roles and responsibilities of the superior and subordinates together with making the issues
clear. In this concern, the training and development programs enable the employees to
perform their tasks in standardized and effective manner.
Furthermore, Silberman and Biech (2015) stated that the training and development schemes
play an essential role in improving job satisfaction among the employees. The training and
development programs motivate the employees through improving their internal skills
towards the organizational objectives. The motivated employees will work with more efforts
to attain the organizational objectives in successful manner. As well as, the organizations can
reduce the employee turnover and absenteeism through improved job satisfaction and
employee retention for long-term. In support to this, Harrison (2011) explained that the
training and development programs support the employees to accomplish their objectives at
the workplace in desired manner as training and development programs offer supportive

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environment for the employees and define that the human resources have value for Emirates
Airline. In this concern, the employees can be encouraged to increase their productivity at the
workplace to improve the productivity of the organization in effective manner. Thus,
Emirates Airline has conducted advanced flight training academy across the world to develop
world-class pilots and increase the productivity of the organization.
In addition, Kraimer et al., (2011) stated that the training and development programs are
helpful in addressing the weakness in the individuals. Each of the employees has some
weakness in his workplace skills. The individuals can strengthen these skills through
appropriate training and development programs that are needed to perform the job in more
effective manner. The training and development programs bring all the employees to a higher
and similar level of skill and knowledge. These efforts enable the individuals to reduce the
link of weakness that can influence to the organizational procedures. Along with this, stated
that Harrison (2011) continuous training and development programs for the employees can
encourage creativity and innovation in the working procedures. The creativity and innovation
in the organizational procedure will enable the organizations to attain the organizational
objectives in new and better ways. In this concern, training and development programs also
leads to creativity and innovation at the workplace. The training and development programs
provide the opportunities for the employees to develop their career in the associated industry.
As well as, the career development opportunities stops the employees to sustain in an
organization to attain the career opportunities through the training and development
programs. Emirates Airline have implemented modernized socio-cultural environment for its
employees and increased the competitive forces rotating around their career. In addition,
Emirates Airline is continually restructuring the organization to ensure the career
development of the employees. For instance, the Emirate Airline is appreciated for its
customer care services in recent. In this concern, the employees of Emirates Airline are

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devoted to provide excellent customer care services. It is a way through which Emirates
Airline ensure that the career developments are effectively carried out.
3.2 To discover the possible challenges faced by the organization in process of designing
training and development strategies: In context of Emirates Airline UK
Proper implementation of training and development programs is essential for the
organizations to improve the organizational performance in desired manner. The
organizations can several challenges while implementing training and development programs
for the employees. It is essential for the organization to consider these challenges for
successful implementation of training and development programs. In this concern, Schuler et
al., (2011) stated that the organizations have faced several challenges while implementing the
training and development programs for the employees. Many of the times the employees may
work on different projects in diverse geographical areas. This situation may influence to the
operational activities while implementing the training and development programs among the
workers. The standardized training program may be less effective in improving the employee
skills and knowledge at the workplace. It is a critical task for Emirates Airline to create
interest for the training and development programs due to timing and geographical
constraints. Emirates Airline provides its airline services across the world so that there may
be geographical issues in the training and development programs. In oppose to this, Hill et
al., (2013) depicted that human resources may reveal apathy in involving in the training and
development programs related to the specific project and task as they think that they have
much understanding and skills about the working processes. Therefore, they will not have
interest in specific training and development programs. It is a big challenge for the
organization in implementation of the training and development programs at the workplace.
This situation is also known as overconfidence of the employees about their skills and
knowledge for a specific project. The over confidence of the employees may lead to failure of

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the training and development programs in the organization. In this concern, it is a big
challenge for Emirates Airline to demonstrate the value of the training and development
program among the concerned employees.
Furthermore, Blumenthal et al., (2012) stated that time and cost are two big constraints two in
training and development programs. It is analyzed that the management needs to spend lots of
time and cost for the successful of the training and development program among the
employees. In this concern, it is a big issue for the organization to manage time and
appropriate budget for the training and development programs in effective manner. In airline
services, Emirates has less time to accomplish the tasks related to customer care services and
needs higher cost to improve the skills of the employees. So it impacts the effectiveness of
training and development activities in the organization. Accessibility of less time to
accomplish entire operational activities may decline the abilities of employees for
maintaining health and safety at the workplace. In support of this, Felder et al., (2011) stated
that the organizations can provide better training through new technology but lack of cost and
time for new technology may be a great challenge for the training and development
initiatives. It may influence the organization in big manner while developing the health and
safety programs at the workplace as lack of new technology creates apathy among workforce
while participating in the health and safety training programs. In this concern, it is analyzed
that the training and development programs leads to higher cost and time for successful
implementation in the organization. Therefore, it is a big challenge for the organizations to
implement the training and development programs in cost and time effective manner.
Werner and DeSimone (2011) stated that engagement is essential at the workplace for
successful implementation of the training and development programs at the workplace. The
engagement must be at three levels i.e. emotional, cognitive and behavioural level. Lack of
engagement at these levels may lead to poor knowledge retention and lack of commitment in

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training and development program. However, it is critical for the organization to consider the
behavioural changes without learning engagement at the workplace. In this concern learning
engagement is a issue for Emirates Airline in designing effective training and development
programs. Along with this, Morrison and Chein (2011) determined that different individuals
have different learning habits so that it is a challenge for the organizations to consider learner
habit and preferences to eliminate the further issues in training programs. In this concern,
difference in learning habits of the individuals may influence to the objectives of the training
and development programs in the organizations. Emirates Airline has a big workforce to
manage its business operations so that there is big issue of difference in learning habits of the
employees regarding the training and development programs.
3.3 To suggest the effective strategies to improve the effectiveness the training and
development strategies in an organization: In context of Emirates Airline UK
It is analyzed that the organization can face several challenges while implementing the
training and development programs in the organization. It is essential for the management to
consider these challenges while planning of training and development programs. As well as,
the management can take actions to improve the effectiveness of the training and
development programs. According to Phillips (2012), the organizations should develop a safe
and health working environment to overcome the challenges in training and development
challenges. This process is helpful for the organization in encouraging the employees to
participate in the training programs that can develop a safe and healthy environment. The
employees will take interest in developing a safe and healthy environment. The management
should make efforts to improve the knowledge of the human resources regarding the
development of a safe and healthy environment at the workplace. In support of this, Salas et
al., (2012) stated that the management should update the rules and regulations regarding the
training and development programs as it will improve the effectiveness of the training

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program among the human resources. In addition, the trainers can discuss about the benefits
of the training and development programs with the human resources during training session
as it will motivate the employees to participate further training and development programs.
For this there must be open communication between the trainer and human resources
regarding the generating issues at the workplace. Open and communication will encourage
the employees to attend the training programs in continuous manner.
Furthermore, Goetsch and Davis (2014) argued that the organizations can recruit external
trainers and expertise to develop effective and appropriate training programs and eliminate
the possible challenges. The trainers have good knowledge and experience of managing the
issues in training processes in better manner. These individuals can communicate in effective
manner with the employees and manage the generating challenges in more professional
manner. In addition, Shipstead et al., (2012) stated that the organizations can overcome the
challenges of cost and time through making an effective planning before implementing the
training and development programs among the employees and allocation of appropriate
budget for the training and development programs. An effective planning for budget and time
schedule for each of the training and development activities will enable the human resource
department to attain the objectives of training and development program in more effective
manner.
Grossman and Salas (2011) stated that the organizations should provide flexible learning
environment for the employees in the training and development programs. The organizations
can develop training activities as per the demand of the workforces to encourage them to
participate in the training programs. Flexibility in training and development programs attracts
the employees to gain better understanding about the working process. In support of this
Weaver et al., (2014) stated that organization should match the training programs to different
learning style. The organizations can reorganize new ways of employees learning as per need

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of the employee behaviour. In this concern, the trainers should consider those training tools
and activities that match with the different preferences, style and expectation of the learners.
It is effective strategy of motivating the employees for technical and skill-based training
programs.
In addition, Fong et al., (2011) stated that the organization should also consider rewards
system in training session to attract the employees to participate training programs. It is an
effective way through which the organization can encourage the employees to attend the
training and development programs in continuous manner. Reward system builds confidence
in the employees and improves enthusiasm at higher level towards the organizational
objectives. Along with this, Blumenthal et al., (2012) stated that the managers and the leaders
should also participate in the training and development programs. The involvement of leaders
and managers will encourage the employees to participate the training programs in more
effective manner.
4.0 Methodology
In a research study, the methodology part plays an essential role in gathering appropriate
data. It is a planning stage for the collection of relevant information about the research issue.
In this section, the researchers plan appropriate research method and data collection methods
to collect relevant information from different resources.
4.1 Research design, research approach and research type
Research design is a systematic procedure that is used by the researchers to conduct a
research study in professional manner. There are two types of research design that can be
used by the researchers as the most important aspects for designing the research project in the
most effective manner. These research designs are qualitative research design and
quantitative research designs. In the qualitative design, the descriptive types of data are

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mainly used to obtain different views, feelings, shared values, perspectives as well as
attitudes of different individuals participated or involved within the research study (Lewis,
2015). The qualitative aspects in terms of non-numerical values or themes are generally used
for conducting the research study where opinions or views of different respondents play
significant role in achieving the best possible research outcomes or results. On the other hand,
quantitative research designs leads to use of specific quantities, values or data that can be
measured or analyzed during the research process. This type of research design is useful for
interpreting and exploring the results for the numeric values or data using the various tools or
techniques. In this research study the researcher will use qualitative research design as nature
of research issue is subjective and the views of different scholars will be helpful in attaining
the research outcomes in more reliable manner (Vaioleti, 2016).
Research approach is also essential tool of methodology through which different research
perspectives and views can be analyzed in effective manner. There are two types of research
approach i.e. inductive research approach and deductive research approach. The deductive
research approach is used for quantitative research studies and inductive research approach is
used for qualitative research studies (Roberts, 2013). Due to appropriateness with qualitative
research study, inductive research approach will be used by the researcher to attain the
research information in more realistic manner.
In addition, there are two types of data collection methods i.e. primary data collection
methods and secondary data collection methods. In this research study, the researcher will
use secondary data collection methods to attain the research outcomes. It is an effective
method of data collection of collecting big information in less time. In order to collect
secondary information about the research issue the researcher will use different journals,
articles, websites and books. These are authentic sources for secondary data collection
through with the researcher will attain relevant information and attain the research objectives

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in reliable manner (Mackenzie et al., 2012). The collected data will be analyzed through
simple descriptive analysis technique or theoretical analysis to obtain research outcomes in
more realistic manner.

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5.0 References
Blumenthal, D. M., Bernard, K., Bohnen, J., and Bohmer, R. (2012) Addressing the
leadership gap in medicine: residents' need for systematic leadership development
training, Academic Medicine, 87(4), pp. 513-522.
Emirates (2018) The Future of Flight Training. [Online]. Available at:
https://www.emiratesflighttrainingacademy.com/en/ (Accessed: 23 October 2018).
Emirates Flight Catering (2018) Learning and development. [Online]. Available at:
http://emiratesflightcatering.com/careers/learning-development/ (Accessed: 22 October
2018).
Felder, R. M., Brent, R., and Prince, M. J. (2011) Engineering instructional development:
Programs, best practices, and recommendations, Journal of Engineering Education, 100(1),
pp. 89-122.
Fong, C. Y., Ooi, K. B., Tan, B. I., Lee, V. H., and Yee-Loong Chong, A. (2011) HRM
practices and knowledge sharing: an empirical study, International Journal of
Manpower, 32(5/6), pp. 704-723.
Goetsch, D. L., and Davis, S. B. (2014) Quality management for organizational excellence.
Upper Saddle River. NJ: Pearson.
Grossman, R., and Salas, E. (2011) The transfer of training: what really matters, International
Journal of Training and Development, 15(2), pp. 103-120.
Harrison, R. (2011) Learning and development, Development and Learning in Organizations:
An International Journal, 26(1).

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Hill, H. C., Beisiegel, M., and Jacob, R. (2013) Professional development research:
Consensus, crossroads, and challenges, Educational researcher, 42(9), pp. 476-487.
Khan, R. A. G., Khan, F. A., and Khan, M. A. (2011) Impact of training and development on
organizational performance, Global Journal of Management and Business Research, 11(7).
Kraimer, M. L., Seibert, S. E., Wayne, S. J., Liden, R. C., and Bravo, J. (2011) Antecedents
and outcomes of organizational support for development: The critical role of career
opportunities, Journal of Applied Psychology, 96(3), pp. 485-487.
Lewis, S. (2015) Qualitative inquiry and research design: Choosing among five
approaches, Health promotion practice, 16(4), pp. 473-475.
Mackenzie, J., Tan, P. L., Hoverman, S., and Baldwin, C. (2012) The value and limitations of
participatory action research methodology, Journal of hydrology, 474, pp. 11-21.
Morrison, A. B., and Chein, J. M. (2011) Does working memory training work? The promise
and challenges of enhancing cognition by training working memory, Psychonomic bulletin &
review, 18(1), pp. 46-60.
O’Connell, J. F. (2011) The rise of the Arabian Gulf carriers: An insight into the business
model of Emirates Airline, Journal of Air Transport Management, 17(6), pp. 339-346.
Phillips, J. J. (2012) Return on investment in training and performance improvement
programs. USA: Routledge.
Roberts, T. (2013) Understanding the research methodology of interpretative
phenomenological analysis, British Journal of Midwifery, 21(3), pp. 215-218.

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Salas, E., Tannenbaum, S. I., Kraiger, K., and Smith-Jentsch, K. A. (2012) The science of
training and development in organizations: What matters in practice, Psychological science in
the public interest, 13(2), pp. 74-101.
Schuler, R. S., Jackson, S. E., and Tarique, I. (2011) Global talent management and global
talent challenges: Strategic opportunities for IHRM, Journal of World Business, 46(4), pp.
506-516.
Shipstead, Z., Redick, T. S., and Engle, R. W. (2012) Is working memory training
effective?, Psychological bulletin, 138(4), pp. 628-631.
Silberman, M. L., and Biech, E. (2015) Active training: A handbook of techniques, designs,
case examples and tips. USA: John Wiley & Sons.
Stahl, G., Björkman, I., Farndale, E., Morris, S. S., Paauwe, J., Stiles, P., and Wright, P.
(2012) Six principles of effective global talent management, Sloan Management
Review, 53(2), pp. 25-42.
Vaioleti, T. M. (2016) Talanoa research methodology: A developing position on Pacific
research, Waikato journal of education, 12(1).
Weaver, S. J., Dy, S. M., and Rosen, M. A. (2014) Team-training in healthcare: a narrative
synthesis of the literature, BMJ Qual Saf, 23(5), pp. 359-372.
Werner, J. M., and DeSimone, R. L. (2011) Human resource development. UK: Cengage
Learning.