The progress of Training & Development for Human Resource Development in Sri Lankan Airlines

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ACKNOWLEDGEMENT

I would like to take this chance for thanking my research facilitator, friends & family for support they provided & their belief in me as well as guidance they provided without which I would have never been able to do this research.

DECLARATION

I, (Your name), would like to declare that all contents included in this thesis/dissertation stand for my individual work without any aid, & this thesis/dissertation has not been submitted for any examination at academic as well as professional level previously. It is also representing my very own views & not essentially which are associated with university.

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ABSTRACT

Despite the growing importance that governments, organizational reform programs and specialists assigned to policies aimed at strengthening professional trainers. We are still far from having the training we want. In the last decade, several Latin American countries reformed the curriculum of initial training teachers, both in content and in its structure and fundamentals and begin a process improvement and accreditation of institutions in charge. Sri Lankan airline, using their experience and knowledge this sector, has designed a full range of training pro- information on regulations and standards for the benefit of our customers. Being aware of the practical concerns of students experienced staff and client at the same time, our Instructors will transmit directly their operational skills. Sri Lanka, airlines have been pioneers in the use of information technologies for decades. This tradition of teaching computerized aviation trade has become much easier to take advantage of the promise of e-learning. Re-training of the crew of air travel, ground staff, and technology and maintenance personnel is required to the airline of Sri Lanka and in alignment to meet legal obligations and also provide opportunities find difficult, suitable systems and procedures are required. Today almost all airline operators in Sri Lanka are engaged in e-learning initiatives. Sri Lankan Airlines is extremely competitive, secure and high-sensitive technology. People, employees and customers, not products and machines, must be the powers of a central organization of the stage.

Table of Contents

ACKNOWLEDGEMENTII

DECLARATIONIII

ABSTRACTIV

CHAPTER 1: INTRODUCTION1

Introduction1

Rationale2

Aims and objectives3

Research Questions5

CHAPTER 2: LITERATURE REVIEW6

Theoretical Foundations of Staff Development10

Development training model11

The Kirkpatrick Model13

Research on staff development in Sri Lankan Airline14

Simulation training18

Technical training19

De-icing training22

Scope of training23

Training and development from period 1988-200825

CHAPTER 3: METHODOLOGY30

Research Method and Design Appropriateness30

Benefits and Disadvantages of Mixed Method31

Informed Consent32

Confidentiality33

Validity34

Reliability35

Limitation of the research37

CHAPTER 4: DATA PRESENTATION AND ANALYSIS39

CHAPTER 5: CONCLUSION & DISCUSSION45

Pilot and staff training45

Summary57

Recommendations57

REFERENCES59

APPENDICES66

Questionnaire66

CHAPTER 1: INTRODUCTION

Introduction

Sri Lankan Airlines (Formally Air Lanka) was founded in the year 1979 and commenced operations on 01 September 1979. Initially it was under a management agreement with Singapore Airlines and the seconded staff from Singapore Airlines held many key positions. Training & Development function was entirely handled by Singapore Airlines. Subsequently it was initiated small training units in different operational areas such as In-flight Services Department for Cabin Crew Training, Engineering & Maintenance Department for Technical Training Ground Handling Department for Ground Handling (Airport Services) Training etc.

This got further developed at a later stage and ...