Here is a little case study on HRD needs, I thought you might like to do a little challenge and see what answers/solutions you all come up with…Enjoy….
Opening case study – HRD programs can be key components when an organization seeks to revitalize itself and change its organizational culture. For instance, Cathay Pacific Airways is an international airline based in Hong Kong that serves over eighty-five destinations on five continents. In 2003, Cathay Pacific carried over 10 million passengers, and also maintained a considerable cargo operation. Worldwide, approximately 14,000 people work for the airline. A survey in the 1990s revealed that travelers felt that Cathay Pacific service was good, but not as warm and friendly as customers desired. Some even described the service as “robotic.” This led to a reexamination of how the company recruited, trained, and managed its employees.
One major change that Cathay Pacific made was in its in-flight training department. In the past, trainers devised and followed careful lesson plans. This was intended to provide a set standard of service on all flights. However, to increase customer retention, especially among business travelers, Cathay Pacific decided that something more was needed.
Questions: Assume you are a training manager at this airline. First, how would you go about designing a needs assessment for the airline? What methods would you use to design training that emphasized exceptional customer service? Second what type(s) of training would you recommend for flight attendants, if the new goal was to provide exceptional customer service? How might the training programs themselves have to change in order to promote innovation and collaboration among flight attendants, as well as from the trainers?
Have Fun, and Live Large and in Charge…
Leigh
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For more resources about training, see the Training library.
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– Contact me: Leigh Dudley – Website – Linkedin – 248-349-2881 or 248-277-2966
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Jack Shaw is a communicator who does training and has been in the trenches as well as in management and development areas. His priority is how to communicate credibily in the workplace.