Human Resource Development Strategies at Qantas Airlines Report

This report examines the human resource development (HRD) strategies employed by Qantas Airlines to address productivity-related issues. It begins with an overview of the company, highlighting its commitment to safety, customer service, and operational reliability. The report identifies productivity as a major challenge for Qantas, hindering its competitiveness. To tackle this, the report proposes an HRD process model that includes need identification, aligning with organizational goals, determining training needs, and prioritizing those needs. The design phase involves creating a lesson plan, selecting trainers, and choosing appropriate training methods such as lectures and discussions. Successful implementation and evaluation, using specific criteria and communication of results, are crucial for enhancing employee skills and improving Qantas' overall performance. Desklib provides students access to this document and many other solved assignments.

Running head: HUMAN RESOURCE DEVELOPMENT
Human Resource Development
Name of the student;
Name of the university:
Author note:

1HUMAN RESOURCE DEVELOPMENT
Table of Contents
Overview of the company:...............................................................................................................2
Productivity related issue facing by Qantas:...................................................................................2
Human resource development (HRD) process model:....................................................................3
Need identification:.........................................................................................................................3
Organizational goal:.....................................................................................................................3
Training need:..............................................................................................................................3
Prioritizing need:.........................................................................................................................4
Designing:........................................................................................................................................4
Lesson plan:.................................................................................................................................4
Selected trainer:...........................................................................................................................5
Training method:.........................................................................................................................5
Implementation:...............................................................................................................................5
Evaluation:.......................................................................................................................................6
Evaluation criteria:.......................................................................................................................6
Conduction of evaluation program:.............................................................................................6
Communication of the result:......................................................................................................6
Reference List:.................................................................................................................................7

2HUMAN RESOURCE DEVELOPMENT
Overview of the company:
Developing the human resources in accordance with the organizational goals and
objectives is the key area of human resource department of an organization. Armstrong and
Taylor (2014) commented that strengthening the skill and competency level of the staffs is one
of the most crucial factors in terms of gaining success from business. In the case of Airline
companies, developing skill of the staffs is highly required for the sake of providing safest
quality of travel among the customers. There lies the problem, faced by Qantas. This is the
largest and most popular airline organizations in Australia. Safety, high quality of customer
service and operational reliability are the most significant aspects of the organization, which
have made the company strongest brand of Australia and the leader in long distance airline
(Qantas.com. 2018).
Productivity related issue facing by Qantas:
Appropriate transportation of the customers is the major business of Qantas. The
company is operating their business in regional, demotic as well as international level. However,
productivity is the major issue, facing by Qantas in recent times. This is obstructing the ability of
the organization to cope up with the intense competition in both regional and international level
(Albrecht et al. 2015). In addition, lack of ample skill and competency level among the staffs is
also generating negative attitude among the public, which is utterly a threat for sustaining the
public image of Qantas in the Aviation industry. Therefore, it is imperative to provide training
among the employees of Qantas in order to enable them to provide high quality of service among
the travelers (Brewster et al. 2016). This is the way, through which the network of operation can
also be strengthened which is very much needed in maintaining consistency of Qantas.

3HUMAN RESOURCE DEVELOPMENT
Human resource development (HRD) process model:
As productivity is greatest issue facing by largest airline organization in Australia, it is
imperative for them to follow Human resource development (HRD) process in order to train the
staffs and enable them to face any kind of operational efficiency (Nankervis et al. 2016).
Detailed discussion regarding the model is discussed below:
Need identification:
This can be regarded as the way of exploring the need of developing the skill among the
human resources. As productivity is the major issue of Qantas, its HR department should explore
the areas, where the employees need improvement (Eaton 2017). Through this way, appropriate
action can be taken.
Organizational goal:
The fundamental aim of Qantas is to provide high quality of service among the customers
in a safe and secured manner. Minimizing the negative impact of business from the environment
is also a major aim of the company.
Training need:
In order to satisfy the underlying aim, it is imperative for the company to design effective
training session for strengthening the skill among the staffs. As safety and security are two of the
most significant aspect of airline industry, training must be provided to the staffs in order to
maintain safety while operating the airline. In addition, strengthening airport operation is also a
major focal point of Qantas, training related to Strategic management of airlines must also be

4HUMAN RESOURCE DEVELOPMENT
provided among the staffs (Grant 2016). With the assistance of such training session, the staffs
can also be enabled to analyze the route before prior to operating the airline.
Prioritizing need:
In-depth analysis of the route is very much needed before running any airline industry.
This is the key of exploring any kind of problem in the route and take promote action in
modifying the direction of airline and thereby ensure safety of the travelers. In addition, with the
assistance of this training, the staffs can be enabled to assess the behavior of travelers in airport
(Wensveen 2018).
Designing:
Appropriate design of training is highly required for providing high quality of training to
the staffs and thus strengthen competency level among them. Design of training on strategic
management in airline sector is presented below.
Lesson plan:
A proper structure of lesson is needed to be followed for the sake of providing training in
a consistent manner. Lesson plan is as follows:
Lessons to be learned Time frame
Emergency procedure 10th to 20th October
Reporting about takeoffs and landings 21st to 30th October
Practical test preparation 1st to 20th November
Table 1: Lesson Plan

5HUMAN RESOURCE DEVELOPMENT
(Source: As created by author)
Selected trainer:
In order to offer training to the staffs, it is imperative for the management of Qantas to
hire a proficient trainer. Aviation CUM grooming trainer needs to be hired for providing
strategic management related trainer. Risk analyst too needs to be hired to provide training to the
staffs to explore the way of assessing any kind of risk in the root.
Training method:
There are multiple types of training method, which needs to be followed for the sake of
providing training. Lecture approach is the best way, through which subject matter can be
presented among the staffs orally. This is the most effective method of offering factual
information (Albrecht et al. 2015). Discussion method is also a great way of providing training
among the staffs. Through this way, two way communication can be initiated by which the staffs
can also place their query.
Implementation:
Successful implementation of this training session can serve support Qantas to enable the
staffs to manage the airline in a systematic manner. In the implementation stage, it is vital to
consider the objectives of the training session. Necessary resources such as money, trainer needs
to be analyzed. The HR department of Qantas must also evaluate the characteristic along with the
field of expertise of the trainees.

6HUMAN RESOURCE DEVELOPMENT
Evaluation:
Evaluation criteria:
The trainer must have thorough knowledge on the subject matter. The knowledge level
among the trainees can be assessed by taking test. It is the prime responsibility of the trainer to
listen and acknowledge ideas of the trainees.
Conduction of evaluation program:
The evaluation session is to be designed 10 days after each lesson. This is the way,
through which the level of expertise among the trainees can be understood periodically.
Communication of the result:
Both formal and informal are to be carried out. The HR department should email the test
result to all the trainees. In addition, the trainer can also convey the result verbally during the
training session.

7HUMAN RESOURCE DEVELOPMENT
Reference List:
Albrecht, S.L., Bakker, A.B., Gruman, J.A., Macey, W.H. and Saks, A.M., 2015. Employee
engagement, human resource management practices and competitive advantage: An integrated
approach. Journal of Organizational Effectiveness: People and Performance, 2(1), pp.7-35.
Armstrong, M. and Taylor, S., 2014. Armstrong's handbook of human resource management
practice. Kogan Page Publishers.
Brewster, C., Chung, C. and Sparrow, P., 2016. Globalizing human resource management.
Routledge.
Eaton, J., 2017. Globalization and human resource management in the airline industry.
Routledge.
Grant, R.M., 2016. Contemporary strategy analysis: Text and cases edition. John Wiley & Sons.
Nankervis, A.R., Baird, M., Coffey, J. and Shields, J., 2016. Human resource management:
strategy and practice. Cengage AU.
Qantas.com. 2018. Our Company | Qantas. [online] Available at:
https://www.qantas.com/travel/airlines/company/global/en [Accessed 6 Oct. 2018].
Wensveen, J., 2018. Air transportation: A management perspective. Routledge.