EFFECTIVENESS OF TRAINING AND DEVELOPMENT IN THE AIRLINE INDUSTRY

Abstract

The competence and effectiveness of the employees, along with the effectiveness of airline procedures, are crucial for giving customers a satisfying experience. In order to improve employee performance, increase the effectiveness of operational processes, and achieve organisational goals, training and development programmes have become essential practices. On the other side, the aviation industry’s top priorities are the safety and security of the passengers. Global aviation corporations have benefited from the integration of numerous training programmes by giving staff effective knowledge of various procedures and assuring consumer safety. On the other side, development programmes help the aviation sector by giving personnel the chance to learn new skills and advance in their careers.
The goal of this study is to determine how effective development and training initiatives are in the aviation sector. It will be helpful to examine typical approaches to employee training and development in the global aviation sector in order to evaluate their effects on the performance of the aviation industry by examining employee satisfaction and improvements in service quality. The use of positivism will help analyse current training and development practises from unbiased perspectives to highlight numerous difficulties in the aviation industry. Since the positivist approach was selected as the research philosophy in this instance, the deductive technique is appropriate for the study.
The qualitative technique will be used in this study to collect descriptive data about the methods used by the international aviation business to offer training and development programmes for its employees. As part of the data-collecting procedure, semi-structured interviews will be conducted, allowing for the gathering of pertinent information from the participants. To gather pertinent information on the efficacy of development and training initiatives, employees and HR professionals with at least a year of work experience in an international aviation corporation will be selected for an interview procedure.

1. Introduction

1.1. Background of the study

The airline industry has a vital role in the global economy through the facilitation of effective and rapid transportation of people and goods across various countries. In recent years, the role of human capital has become crucial in the airline sector due to changing consumer preferences and increasing requirements for sustainable practices (Alola & Alafeshat, 2021). Along with the efficiency of airline processes, the competency and efficacy of the workforce are essential for providing passengers with a positive experience. Therefore, training and development programs have become fundamental procedures to enhance employee performance, improving the efficacy of the operational processes and accomplishing organisational objectives (Kalawilapathirage et al. 2019). One of the major aspects of training and development programs is providing consumers with adequate experience and support through their entire cycle of buying tickets to reach destinations.
On the other hand, the safety and security of the passengers are the foremost concerns of the aviation sector. For example, United Airlines, the popular American aviation firm has introduced the “United Aviate Program”, which provides pilots with career development opportunities (United Airlines, 2023). On the other hand, employees and flight attendants are also provided with training and development programs to ensure consumer satisfaction and manage employee engagement. For instance, Lufthansa provides consumers with 5-star services to ensure a positive consumer experience (Lufthansa, 2023). The firm offers various courses at its training centres in Cologne, Munich, Berlin, Zurich and Essen to prepare the cabin crew to handle a wide range of issues.
Moreover, the use of advanced technology in the training and development process has emerged as a new trend in the industry. Lufthansa provides its staff with “full flight simulations”, emergency simulations, and various cabin mock-ups to ensure effective training (Lufthansa, 2023). The integration of various training programs has assisted global aviation companies in providing employees with effective knowledge about various processes and ensuring the safety of the consumers. On the other hand, development programs assist the aviation industry in providing employees with opportunities to obtain knowledge to attain future career objectives. For example, Delta Airlines provides a “workforce development program” to train and develop existing employees and aspirants to become aviation professionals (Delta Air Lines, 2023). As a result, the training and development programs not only benefit the overall performance of the industry but also help in building a future generation of workers to ensure sustainability.

1.2. Purpose of the study

The purpose of this study is to investigate the effectiveness of development and training programs in the aviation industry. It will help in reviewing common methods of training and developing employees in the global aviation sector to assess their impact on the aviation industry’s performance analysing employee satisfaction and improvement in service quality. It will also determine the effectiveness of the training and development strategies to ensure operational efficiency and consumer experience. The study will evaluate the challenges of the training and development programs faced by the global aviation industry to assess adequate recommendations. Hence, the study will help in providing a resolution of the common challenges of the airlines regarding employee development and training processes.

1.3. Justification of chosen topic

As the airline industry is affected by technological advancement, changing preferences of consumers and market shifts, it is essential to deliver employees with adequate skills and capabilities to ensure market position to gain a competitive advantage. The importance of training and development programs is significantly acknowledged in the literature; however, a significant gap in assessing the outcomes of the programs can be noticed. Hence, the topic regarding analysing the effectiveness of the training and development programs will be highly beneficial to comprehend its impact on overall operational efficacy.

2. Research Questions and Objectives

2.1. Research questions

What are the common training and development programs in the global aviation industry?
How do the training and development programs affect the performance of the aviation industry?
What are the challenges faced by the global aviation industry in managing training and development programs?
How can the challenges be resolved to ensure adequate productivity and performance of the overall workforce in the aviation industry?

2.2. Research objectives

To analyse the common practices of training and development programs in the aviation industry
To comprehend the effectiveness of the existing training and development programs in the global aviation sector
To highlight the challenges faced by the aviation industry regarding training and development programs
To provide recommendations to improve training and development programs in the global aviation sector

2.3. Justification for objectives and questions

The topic highlights the purpose of the study to analyse the efficacy of the training and development programs of the aviation sector. In order to assess the effectiveness of the programs, the overall description of the training and development programs provided by the aviation sector is essential to comprehend the existing practices. Later, the chosen objectives and questions highlight the importance of assessing the impact of the development and training programs on the global aviation sectors. It will help in analysing the positives and drawbacks of the programs to understand the areas for improvement. Therefore, the study will evaluate the existing programs and their gap, which have emerged as significant challenges for global airlines.
It will assist in highlighting a few recommendations, which can help in solving the emerging challenges to enhance employee development and training programs. Overall, the chosen questions and objectives will ensure a comprehensive analysis of the training and development programs of the global aviation sectors to determine their effectiveness.

3. Literature review

3.1. Introduction

Training and development programs have significant importance in the aviation industry due to their requirement to maintain consumer satisfaction along with safety and security. On the other hand, handling employee motivation and engagement is also necessary to maintain the overall performance of the business organisation. As a result, training and development programs have become an essential part of the aviation industry to maintain profitability. The literature review of this proposal briefly introduces various consents associated with training and development programs in aviation sectors. It includes theoretical aspects, conceptual framework, and literature gap as well.

3.2. Assessment of common training and development programs of the global aviation industry

The global aviation industry significantly emphasises the value of training and development initiatives within the industry to ensure safety, efficiency, security, and professionalism. According to Smallwood (2023), this vast training program included “pilot”, “cabin crew”, “air traffic control”, and “maintenance technician” training. Pilot training programs such as “Private Pilot License or PPL”, “Commercial Pilot License or CPL”, and “Airline Transport Pilot License or ATPL” are some comprehensive course that helps to train individuals to become skilled pilots. PPL considered fundamental training focuses on basic manoeuvres, navigation, and flying skills, which allows pilots to fly for personal and recreational purposes.

Figure 1: Importance of training and development in the aviation industry
(Source: Smallwood, 2023)

Yiu et al. (2022) stated that the Hong Kong-based airway “Cathay Pacific” provides such pilot training including theory training to develop an understanding of flying knowledge and confidence. In addition, this establishment provides training in multi-crew flying jets, single and “twin-engined” light aircraft, and large jet handling processes. CPL focuses on building careers in the aviation sector and this is an advanced course of PPL, which covers navigation, meteorology, advanced flight manoeuvres, and flight planning. The “cadet pilot programme” of “Qatar Airways” provides CPL, “Multi-Crew Pilot License, or MPL”, which allows candidates to advance their career path as commercial pilots. As per the understanding of Brugnara et al. (2022), ATPL involves significant in-depth training and knows as the highest level of pilot certification, which includes “advance flight theory”, the regulations of the aviation industry, simulator-based training, and crew management.

3.3. The impact of the training and development programs on the performance of the aviation industry

Training and development programs play a significant role in the aviation industry by increasing its effectiveness. They help make sure that everything runs safely and smoothly when planes are flying. Lefrançois et al. (2021) opined that people who work in aviation are taught how to look out for possible dangers and problems before, during, and after flights. This helps them avoid accidents and keeps everyone safe. The training also teaches everyone to always put safety first. They learn to talk about any issues or close calls, which helps make things even safer by improving how things are done. According to Lutte et al. (2019), the implementation of proper training and development has played a significant role in safety in the long term.
As per IATA (2023), the overall accident rate was approximately 1.21 per million flights, showing a decrease compared to the rate of around 1.26 accidents during the period from 2018 to 2022. The development initiatives have helped to incorporate and integrate new technologies into the operations of the aviation industry, which has increased the efficiency of overall provided services. The field of aviation is always changing as it welcomes the latest technologies. Billman et al. (2021) stated that innovations can encompass improvements in aeroplane electronics, navigation setups, communication devices, flight management systems, and the analysis of data. The “Lufthansa group” is introducing new technologies to their plane “A320neo/A321neo”, which is expected to reduce fuel consumption by providing better flight paths in real-time (Lufthansa, 2023).

3.4. Evaluation of challenges of the aviation industry associated with training and development programs

The development and implementation of impactful training programs in the aviation sector come with a host of intricate challenges. According to Yiu et al. (2022), financial considerations are one of the crucial concerns, encompassing expenses related to crafting training materials, utilizing cutting-edge simulators, procuring qualified instructors, and ensuring regular updates to keep pace with industry evolution. As per the understanding of MacCraith et al. (2019), striking a harmonious balance between the imperative for comprehensive training and the constraints of budgetary limitations proves to be a multifaceted test. In this context, the aviation industry’s rapid tempo adds another layer of complexity, as diverting personnel from their routine tasks for training purposes can potentially disrupt operations and diminish overall productivity.

Figure 2: Challenges of the Airline industry
(Source: MacCraith et al. 2019)

Moreover, aligning training schedules with ongoing operational demands requires meticulous planning to ensure a seamless flow of activities. According to Cahill et al. (2020), the aviation sector’s robust adherence to stringent safety and operational regulations adds further gravity. Maintaining alignment with these dynamic standards in training programs is pivotal, as any deviation can entail grave consequences for safety and compliance. In addition, unforeseen challenges such as the global pandemic of COVID-19 introduced disruptive variables, necessitating swift adjustments to training strategies for international airlines such as Emirates, Delta Air Lines, and British Airways. Dube et al. (2021) stated that conducting training during restricted periods, with a reduced workforce, intensifies the pressure on the available personnel.
Further complexities arise from the division of the workforce to accommodate training initiatives, potentially amplifying safety and security risks during airway operations. Navigating these intricate challenges demands a holistic approach that addresses financial, operational, regulatory, and unforeseen contingencies, culminating in a well-prepared and competent aviation workforce.

3.5. Recommendation for resolving challenges of the training and development programs of the global aviation industry

Addressing the intricate challenges of development and implementing effective training programs requires a rigorous yet adaptable financial strategy need to be established to optimize resource allocation. As per the understanding of Cahill et al. (2020), this entails exploring cost-effective solutions for training materials, collaborating with industry partners for simulator usage, and considering innovative training methodologies that align with budget constraints. Carter et al. (2020) stated that deliberate planning is necessary to minimize disruptions caused by personnel diversion for training, achievable by utilizing flexible scheduling arrangements and rotating training cohorts. Meticulous coordination between training schedules and operational demands is pivotal to ensuring seamless continuity of aviation activities.
Integration of advanced scheduling tools and predictive analytics can facilitate optimal alignment. Yu et al. (2019) states leveraging digital platforms for real-time updates and remote training delivery can facilitate this process. Addressing unexpected challenges, such as global pandemics, requires a contingency-driven approach. Consequently, developing adaptable training strategies that can swiftly transition between in-person and remote formats is vital. Moreover, fostering a culture of continuous learning and skill development enhances workforce readiness. Carter et al. (2020) opined that encouraging cross-training and multidisciplinary knowledge exchange mitigates the risks associated with workforce division during training initiatives. In addition to that, by implementing these recommendations aviation sectors can navigate its intricate challenges and cultivate a highly skilled and resilient workforce poised to excel in a dynamic environment.

3.6. Conceptual framework

Figure 3: Conceptual framework
(Source: Self-created)

3.7. Theoretical aspects

Maslow’s hierarchy of need theory
The five-tier “Hierarchy of Need Theory” framework highlights different aspects of people’s motives. Understanding employee needs at work can be done very well using the model. Food, water, housing, and other fundamental human needs are highlighted in the first step of the model. The framework’s need for safety highlights the value of ensuring safety, health, and job stability to inspire employees (Hopper, 2020). The model’s third stage emphasises the need for belonging, which underlies the demand for social connection more generally. The “self-esteem need” is addressed in the model’s fourth stage by giving employees verbal praise and financial incentives, which also helps them feel appreciated and successful (Rojas et al. 2023). The final level of the paradigm is “self-actualisation”, which enables people to reach their full potential in the workplace.

Figure 4: Maslow’s Hierarchy of need theory
(Source: Rojas et al. 2023)

The application of this framework can help in analysing the challenges of the training and development programs in the global aviation sectors. It can help international airlines in determining their challenges and analysing them in aspects of various needs mentioned in this theory. It can provide a deeper understanding of the problems of low motivation and inferior job satisfaction among airline workers. A strict yet flexible finance strategy must be devised to optimise resource allocation in order to address the complex issues involved in developing and delivering effective training programmes. Considering new training approaches that are in line with financial restrictions, working with industry partners to use simulators, and looking into cost-effective training material options are all part of this.

3.8. Literature gap

It is crucial to provide personnel with the necessary skills and competencies for maintaining competitiveness and acquiring a competitive edge because the aviation business is impacted by technology innovation, shifting consumer tastes, and market shifts. The value of development and training programmes has been recognised in research, but there is a substantial gap in how the programmes’ results are evaluated. In order to understand how training and development programme success affects overall operational efficacy, it can be quite helpful to discuss this topic.

3.9. Conclusion

This chapter has shed light on the various concepts regarding the effectiveness of the development and training process of the global aviation sectors. The training and development programs such as CPL, training of the cabin crew, and maintenance technicians are focused on maintaining the safety and security of the consumers along with providing adequate support. On the other hand, It helps international airline businesses in maintaining their employee performance to facilitate overall productivity.

4. Methodology

4.1. Research design

Research design highlights various steps of conducting research by highlighting various aspects such as chosen philosophy, approach to data collection and ethical considerations.

Figure 5: Research onion
(Source: Al-Ababneh, 2020)

4.1.1. Research philosophy

The research philosophy refers to the process of knowledge development, analysing the sources and the nature of knowledge, which is associated with the research. Research philosophy is also correlated with the data collection, analysis and use of the gathered data to comprehend the phenomenon (Lê & Schmid, 2022). The “system of assumptions” is divided into three groups; epistemological, ontological, and axiological. It is highly essential to understand the themes of the “research philosophy”, which usually assists in checking fundamental ideas and credibility in the research procedures. The philosophical stance is the viewpoints or perspectives through which various situations are analysed (Bougie & Sekaran, 2019). In this research, the philosophical stance will be aligned with ontology to create a philosophical methodology. Ontology is one of the various branches of philosophy, associated with the “nature of being” and “categories of being”.
The application of Ontology will help in understanding the training and development programs and their impact on the aviation industry. Moreover, the research will follow a positivist philosophy, which facilitates the interpretation of collected data from an objective perception (Liamputtong, 2020). As a result, the application of positivism will assist in analysing the existing practices of training and development programs from objective viewpoints to highlight various challenges within the aviation industry.

4.1.2. Research Approach

Research approaches are generally of two types; inductive and deductive. The inductive approach assists in creating theories excerpting ideas from the research. On the other hand, the deductive approach helps in analysing the collected data to test the theories to evaluate their alignment with the research outcome (Harris et al. 2019). The application of the deductive approach will be done in this research in order to assess the existing programs of training and development in the global aviation sector. The deductive approach is suitable for the research as it aligns with the chosen positivist approach as the research philosophy in this case (Vaughn & Jacquez, 2020). A deductive approach will help in collecting a wide range of information on the development and training programs of global aviation firms and analysing them to confirm the existing theories.
The main reason behind selecting the deductive approach is to analyse existing theories to proceed toward hypothesis testing. It will help in analysing a wide array of data regarding the emerging challenges of the international aviation firms associated with the training and development programmes.

4.1.3. Research Strategy

The research will adopt a mono-qualitative method by aligning with the primary research process. The mono method highlights that the research will collect data through one technique. The Mono method helps reduce the time for data collection and provides increased time for the data analysis process (Hendren et al. 2023). As a result, the application of the mono method will help in collecting the relevant data on the aviation industry regarding their development and training programs from a single process. It will help in collecting a wide range of information in a short period. On the other hand, data can be of two types, quantitative and qualitative. Quantitative data generally uses statistical information to comprehend a specific event.
On the other hand, qualitative information helps in collecting descriptive information regarding a situation. In this research, the qualitative method will be applied in order to gather descriptive information regarding the practices of the global aviation industry in providing training and development programs for their employees (Strijker et al. 2020). It will help in collecting descriptive information, which will facilitate the identification of patterns within the existing practices of the aviation industry and swiftly identify the challenges to ensure adequate recommendations.

4.1.4. Research choices

Based on the sources of information, research choices can be divided into two categories; primary and secondary. The primary research process highlights the collection of data from direct sources such as involving participants. The primary research process helps in gathering data based on the perspectives of the individuals and analysing their perspectives (Köhler et al. 2022). On the other hand, secondary research highlights the collection of relevant data from existing sources such as published articles, journals, research papers and news. Secondary research assists in providing the scope of gathering diverse information on the topic in a short period (Williams, 2021). However, primary research can take longer compared to secondary research. In this research, a primary research process will be followed to collect direct information from the participants.
Semi-structured interviews will be conducted as the data collection process, which will enable the accumulation of relevant information from the participants. The employees and the HR professionals, who have at least 1 year of experience working in a global aviation firm will be chosen for the interview process to collect relevant data on the effectiveness of training and development programs. The primary research process through the interview process will help in analysing behaviour and diverse perspectives of the HR professionals and the employees regarding the established training and development process (Denny & Weckesser, 2022). As a result, the research will effectively highlight the challenges and assist in gaining insights regarding forming significant recommendations for improving the current practices as well.

4.1.5. Time horizon

Time horizons are divided into two basic groups; longitudinal and cross-sectional studies. The “longitudinal time horizon” enabled the assessment of a certain phenomenon and the gathering of data at various points in time. It generally helps in accumulating information in diverse situations and helps in providing comparative research. On the other hand, “cross-sectional studies” facilitates the collection of data just one time in a period of a few days (Biggs et al. 2021). In this research, the cross-sectional method will be chosen for the research to collect data on the efficiency of the training and development process of the aviation industry. The application of this strategy is more feasible compared to the longitudinal method as it can be completed at one time.
As the research will use semi-structured interviews as the data collection process, collecting the required information in one sitting is more appropriate as the availability of the participants can cause challenges in case a longitudinal approach is applied. The cross-section will also assist in reducing the timeline of the research and increase the efficacy of the data collection process.

4.2. Data collection

Data collection is the method of gathering adequate information regarding a chosen phenomenon to provide effective research. Depending on the data type and research choices, data collection can be of two types; primary and secondary. In this research, primary data collection will be used as it correlates with the research strategy of collecting data from the participants through an interview process (Chalmers & Cowdell, 2021). The primary data collection process will be conducted in telephonic, virtual and offline processes. The participants will be airline employees and HR professionals in the aviation industry, who are associated with training and development programmes.
The semi-structured interview will have 7 basic questions and additional queries can be added as the situation proceeds during the data collection process. The interviews will be conducted on telephones and virtual software to have better access to suitable participants (Strijker et al. 2020). Physical meetings will also be conducted for the interview process as well. The interview will be recorded electronically to create an interview transcript to facilitate adequate analysis of the collected information.

4.3. Research ethics

Research ethics highlights the guidelines for conducting primary research to maintain transparency in the research process. All the participants of the interview process will be informed regarding the purpose of the research and the estimated timeline to gain informed consent. The participants will be able to leave the research at any point in time according to their will (Hendren et al. 2023). The personal information of the interviewees will not be collected and will not be included in the research to maintain anonymity. Moreover, the recording of the semi-structured interviews will be deleted after the creation of the interview transcript. The data security regulation will be abided in the research process to ensure the protection of the involved participants (Köhler et al. 2022). The mental and physical harm to the participants will be avoided at all costs. The gathered information on the training and development programs of the global aviation industry will be kept secured in a “password-protected folder”.

5. Timeline and resourcing of the research project

Figure 6: Research timeline
(Source: Self-created)

The timeline of the research highlights 5 months of research activities to collect and analyse various stages of the research. The data collection and analysis process will require significant time to deliver an appropriate and well-researched project. The research will need nominal resources as the recording of the interview can be done with smartphones. The participants, who will be willing to provide offline interviews will be provided with transportation costs. The offline interview will be conducted in nearby cafes, which will be beneficial for the participants in reducing the time of transportation.

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Appendix: Questions for Semi-structure interview

Can you provide insights into your involvement with training and development initiatives in the field of aviation?
In your viewpoint, what do you consider to be the primary goals of training and development initiatives within the aviation sector?
From your perspective, how do training and development initiatives enhance both employee performance and job satisfaction in the airline sector? Could you offer concrete illustrations to support your viewpoint?
Can you recount any situations where you witnessed measurable enhancements in operational efficiency or the quality of customer service due to the implementation of training and development efforts?
Drawing from your experience, what factors do you think play a role in the effective execution of training and development schemes within the aviation sector? Additionally, do you identify any obstacles that impede their efficacy?
What methods or criteria does your organization utilize to assess the impact and effectiveness of training and development endeavours? Are there particular metrics or benchmarks that you rely on for evaluation?
From your perspective, can you propose inventive methods or tactics that have the potential to amplify the efficacy of training and development initiatives within the aviation sector?