Need to improve Emirate Airlines’ operations

Learning and Development practices

Table of Contents
1. Introduction 3
2. Research Methodology 3
3. Findings 4
4. Discussions 5
5. Conclusion 7
6. Reference 9

1. Introduction
Due to the need to improve Emirate Airlines’ operations and promote employees, the Company has incorporated Learning and Development (L and D) practices to help achieve its objectives. The vision of Emirate Airlines is to maintain international recognition as one of the world’s leading aviation and security services businesses and set a benchmark within the industry. To achieve this vision, the Company needs to use efficient L and D practices. Further, the Emirate Airlines’ mission is Committed to safeguarding all customers, staff, and assets against acts of unlawful interference through continuous reviews, training, and education, implementing internationally established industry standards and practices to ensure a safe and secure environment while facilitating business growth, is in line with Land D practices. The core values of this Company are excellence, agility, innovation, leadership, and reliability, also motivated by the Land D practices applied by the Company according to the research.
2. Research Methodology
The passion for the airline and transport industry and willingness to work in this Company contributed to conducting this research on Emirate Airlines. The finding has been in through their website and another website with information related to Learning and Development practices used in Emirate Airlines. Moreover, during the research, some employees agreed to take a few online questions regarding the methods of improving their skills that Emirate Airlines is using. A human resource manager, a cashier, and Aeronautical Engineer agreed to this research interview. Their views were recorded in the questionnaire and other information of notes to compose this research. The research also used data developed by another website with acknowledgments of the researcher. Emirate Airlines also posted their learning and development activities while undertaking them, which helped consolidate this research.
3. Findings
The paper reveals that employees are the ones who make up the organization; therefore, the process of training and developing their skills is the central function that the organization should prioritize (lemmty, 2020). Emirate Airlines consider the process of learning and development as key to the developmental strategies of the Company. Concerning this, Emirate Airlines has a center of promoting understanding, allowing learning or training of its employees. The research showed that the development of the staff through education by Emirate Airlines is motivated by once-a-year vocational training in the key fields that needs education and training. Furthermore, training and development are also done through conferences, round table seminars, and workshops. According to the human resource manager at Emirate Airlines, these practices of learning and developing employees have significantly and positively impacted the Company. The staff is delivering their duties efficiently and with the profession required, and L and D practices have contributed to the achievement.
In addition, the research showed that the management of Emirate Airlines believes learning is essential since it will focus on skills the employee achieves to improve the way of providing their services (Rockenbach, 2018). According to the Emirate Airlines annual report, the Company trains its staff who are hired from different parts of the world on a particular platform. For the Company to train and develop more employees, it offers internet-based training programs, and all employees can access the training easily (Jackson, 2019). Further, the human resource revealed that they offer off-job training to staff, where they are required to leave the job and learn to improve their skills. The emirate Security training team provides comprehensive safety training to crew and other members and also offers accredited courses that help improve their skills.

Emirate Airlines also provides informal training to staff who finds it difficult with formal training. The management is actively involved in training and helping the staff understand the education offered to better their skills. Further, the research discloses that Emirate Airlines offers Aircrew training. The training is aimed at increasing the level of awareness among the crew about the duties.The human resource manager exhibit that Emirate Airlines have career planning development where they develop skills of their staff through training to raise their standards. The finding shows that all these learning and development strategies by Emirate Airlines have resulted in increased staff efficiency while performing their duties in all areas of the Company.
4. Discussions
The core values of the Emirate include excellence, agility, innovation, leadership, and reliability. Some of these value has been influenced mainly through learning and development, while others are influenced to a minor extent. For instance, training employees helps them to excel in their areas; hence Emirate airlines can achieve excellence in this industry due to its professionalism. One of the executive functions of learning and development practices is developing strategies to help the Company achieve its goals. Emirate Airlines successfully used these practices to improve the skills of their staff hence excelling in the aviation industry. According to their annual reports, increased profits have resulted in improved service by their employees with regard to customer satisfaction. The improvement in service offering has been achieved through L and D practices, hence the Company’s high success rate.
As the paper discloses, innovation is another core value that Emirate Airlines Company has significantly achieved through learning and development strategies (Mayhew, 2019). By introducing new technology into the training of staff, the Airline has enhanced the learning experience while familiarizing employees with the emerging technology. The training the Company has offered staff has helped them be more innovative and more open to changes. Along with new technology, the innovative training has equipped the employees with new concepts and ideas, making them see their value firsthand. Also, by featuring flexibility in training methods, the program has encouraged creativity, allowing Emirate Airlines staff to hone innovative thinking skills along the way. In addition, Emirate Airlines have put in place experts to develop and implement the innovative training program to assist in promoting innovation across the company departments.
Also, the research exhibit that learning and development greatly influenced agility. Emirate Airlines has developed strategies to learn agility which helps in developing skills in real-time and exhibiting new behavior to drive the team in a positive direction quickly. The Airline uses learning and development to test the agility of the staff and to future-proof their employees in case of future inconveniences from unforeseen circumstances that may affect the objectives of the Company. The Company could reduce training costs and enable faster dissemination of information/knowledge to keep employees up-skilled to handle unforeseen challenges.Agile learning profoundly impacts performance, so Emirate Airlines have incorporated it into its learning strategy. It is evident from the research that learning and development strategies have mainly influenced agility.
However, the learning and development practices have limitations in the Company, and the gaps can be quickly resolved. This paper discloses that during the implementation of the learning and development strategies, L and D experts found that it is taking a long for the staff of Emirate Airlines to deal with the change brought about by training and development. Failure to engage the staff directly also can be a challenge in implementing these practices. This may happen since employees have other responsibilities as they follow training sessions. To solve this issue, effectively prioritize their initiatives to alleviate some of the stress and challenges change may bring. Thirdly, there is the problem of the language barrier, which has affected the smooth implementation of training and development strategies. This is because Emirate Airlines recruits employees from all over the world with different languages. The research suggests that the Company should develop a learning course to be undertaken by the staff in order to communicate in languages used by most customers.
Furthermore, there is a problem with new technology being used in the implementation and development of learning and development strategies. According to the cashier interviewed during the research, most of the employees have no skills to use the technology to benefit from training before using that technology. The paper revealed that using such technology in training staff is costly. The Airline needs to educate its staff on using up-to-date technology to work out this issue. In addition, though the technology is costly, the Company should incorporate affordable techniques since training and development is essential to excel in this industry.
5. Conclusion
Finally, the paper has outlined the mission, vision, and values of Emirate Airlines, which is an industry of aviation. Moreover, the research discloses the need for implementing strategies to improve employees’ skills. Employees are trained through various methods, including online methods, which has resulted in increased efficiency in carrying out tasks by employees, according to Company’s annual report. The research also included findings on the ways the core value of Emirate Airlines have been shaped by learning and development practices. It was found that this practice has helped the Airline achieve excellence in this field of aviation and promote innovation within the Company. The findings have indicated that since the employee is the heart of any company, it is the Company’s responsibility to help the staff improve their skills. Furthermore, learning and developing staff skills is the best solution to improving her production.
In conclusion, the research found that Human resource manager usually faces several difficulties while developing and implementing L and D practices. These problems include the unwillingness of employees to attend training sessions, and some staff may make it hard for the manager to fail to follow training programs. Another issue is that it may be expensive to design and implement this practice requiring the manager to adjust their allocated budget. The findings also indicate that it is difficult to track the skills improvement of employees, and it would require keeping a record form of each staff.

6. Reference
Collin, K., Lemmetty, S., & Riivari, E. (2020). Human resource development practices supporting creativity in Finnish growth organizations. International Journal of Training and Development, 24(4), 321-336.
Liu, L., & Jackson, T. (2019). A recent review of learning progressions in science: Gaps and shifts. The Educational Review, USA, 3(9), 113–126.
Cooke, F. L., Dickmann, M., & Parry, E. (2022). Building sustainable societies through human-centered human resource management: Emerging issues and research opportunities. The International Journal of Human Resource Management, 33(1), 1–15.
Rockenbach, A. N., Mayhew, M. J., Correia-Harker, B. P., Morin, S., Dahl, L., & Associates. (2018). Best practices for interfaith learning and development in the first year of college. Chicago, IL: Interfaith Youth Core.
Emirate Airlines Group. (2021 March 13) learning and development practices
https://www.emiratesgroupsecurity.com/learning-and-development.
Raymond A. Noe. (2010). Employee Training and Development ( 5th edition)