Training and Development in HRM: A Case Study of Swift Airways

This essay examines the critical role of training and development within the human resource management framework, using Swift Airways, an international aircraft company based in Australia with subsidiaries in China, Singapore, and Vietnam, as a case study. The essay highlights the importance of employee training programs, focusing on the need for effective career development initiatives to enhance employee skills and morale, and to address challenges faced by employees, such as those moving to new locations. It emphasizes the significance of expatriate training, encompassing business, cultural, social, and technical aspects, to ensure smooth operations in the company's subsidiaries and to avoid potential takeover issues. The essay also touches upon repatriation processes and cross-cultural training to promote global business success. The aim is to ensure shareholder return and competitive advantage through effective HR strategies.

Running head: HUMAN RESOURCE MANAGEMENT
HUMAN RESOURCE MANAGEMENT
Name of the Student
Name of the University
Author Note

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Introduction
In this essay, the aim will be to implement the topic of training and development in
the aircraft company of Adam O’Meara. He is the CEO of Swift Airways. The company is
based in Australia, and is 17 years old, and has its subsidiaries in China, Singapore and
Vietnam. They manufacture as well as sell aircrafts to 50 countries around the world.
Different parts of the aircrafts are produced in China and Vietnam and most of the design
engineers work outside Singapore. The aircrafts are assembled in Australia and Singapore
(Black et al 2015).
Training and Development – Importance and Effects
The employees are the heart and soul of any company or organization. Therefore, it is
extremely essential for the organization to provide the workers a proper training after the
recruitment process as it helps to retain their high calibre. Knowledge, skills as well as self-
development are considered to be very important for every single person. Training programs
should be made available to all staff throughout the entire group. Nowadays online trainings
are also accessible besides the offline ones like seminars and conferences. This helps the
employees not only to develop themselves but to stay acquainted about the company’s
upgrades. The Swift Airways has a number of training programs but implementation is not
being carried out properly (Elnaga and Imran 2013). The employees are having several issues
with their career development programs. This is demoralizing them to build self-confidence
and improve independent working skills when they leave the organization. For instance, an
employee named Alice Morgan, who is a mechanical engineer, complains of her difficulties
to adjust, cope up with and settle in her workplace when shifted to a new city like Singapore.
Hence, career development programs help to empower the workers with necessary skills and
broaden their scope and competence in particular job aspects (Cohen 2017).

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Precautionary Measures
Expatriate training is the form of training provided by the company who is moving
from their native place or the place where they reside for the sake of transfer by their
companies either on temporary basis or permanently basis. The role of Human Resource
Manager of Swift Airways should be proactive in providing proper training and development
as there is requirement to assign some employees of the organization to work in the three
subsidiaries where Swift Airways are currently working. It is the duty and responsibility of
the HR to provide proper training and development to experience their employees to cope up
with the scenarios abroad (Jehanzeb and Bashir 2013). The training should include not the
business aspects, but also the lifestyle, cultural, social and technical issues must be present.
Comprehensive training should be provided to the expatriates. Cross-Cultural Social Training
and Cross-Cultural Business Training should be provided to the engineers who are moving to
another place, so that the workflow is maintained within the organization and no sudden
takeover issues are to be faced by the CEO. Security and Remote training should also be
provided by the HR to the expatriates. Repatriation process should also be followed by the
HR of Swift Airways (Lenartowicz, Johnson and Konopaske 2014).
Conclusion
From the above essay, it can be said that the proper training and guidance to the
employees by the Human Resource helps to bridge the cultural gap and help the Swift
Airways to prevent from being taken over by some other companies. This also helps the
company to have a competitive advantage over the competitors, as it will increase the chance
to taste success in global assignments by the company.

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Reference
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Elnaga, A. and Imran, A., 2013. The effect of training on employee performance. European
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Jehanzeb, K. and Bashir, N.A., 2013. Training and development program and its benefits to
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