A1-Training and development framework as an hr manager: The indigo airlines training

facility is a specifically built only for employee training. It is a seven story, state of the art
center. Indigo airlines commits to development of employees by empowering their
conventional skills. This program ensures employees are equipped with adequate techniques
and methods. The training activity phase of the three step process to systematic training is
further broken down into different types of training activities and processes: Classroom
education is one such type. This form of training is the most economical and also enables
trainees to share their opinions and exchange ideas with each other ,hence expanding each
individual’s knowledge. Most airlines use this type of education as their primary training
method, whereas indigo airlines uses it only as a basic method, which is collaborated with
many other types of training methods. Simulation is another form of training that is usually
one of the most expensive type of training methods. Indigo airlines uses simulation training
in the form of machine simulation. Machine simulation is a term given to facilities that are
provided to employees that are exact replicas of the equipment in the actual work
environment. Indigo airlines has commissioned thirteen such simulators that cover all types
of aircrafts. These are exact copies of the actual cabins in the aircrafts. These simulators are
very important with respect to safety and emergency training of employees. They are
equipped with smoke simulators and visual and audio displays, as well as two flight
demonstration kitchens with fully functioning equipment. On the job experience is another
method used by indigo airlines to train their employees. When on duty, the indigo employees
are to use the purpose-built, exclusive departure and arrivals terminal. This type of training
extinguishes the issue of transferring the learning situation to the job. Action Learning is also
a type of training that deals with learning by experience. Indigo airlines also provides their
cabin crew with ‘mock-ups’ that enable the employees to receive hands on training. They are
also given assignments related to issues and problems that are dealt with on the job and
assessed as to how they react to these issues and solve them. These assignments are either
individual or group assignments. Project based group assignments aid in enhancing an
individual’s tolerance for team building and coordination. Indigo airlines uses this method of
training to evaluate one’s strengths and weakness, thus playing to the strengths and
developing the weaknesses.

With respect to the different types of technologies used in training of employees, indigo uses
Multimedia training and Web-Based training. Multimedia training is a combination of both
Audio-Visual and Computer-Based training. Computer-Based training helps in developing
the computer skills of an individual whereas Audio-Visual training is the use of interactive
video’s so as to help trainees understand actual on-duty situations and interactions with
customers. Web-Based training is provided to employees through a internet or intranet
browser. Hence it is accessible anywhere, thus working to the advantage of indigo Airlines’
cabin crew who are constantly traveling. One of the most productive and effective modern
methods of training and development in various organizations, particularly for staff or
departments and teams is linking Mentoring and Projects. This approach builds on
management by objectives principles which are more participative, voluntary and inclusive.
Mentoring ensures that targeted staffs have interpreted discussion with line-managers of
training delegates as well as strategic managers of the organization. Again, mentoring brings
to picture pre-training skills/behavioral needs analysis of all training delegates. The main role
of mentors in training and development is to help mentees find the right answers for
themselves. The principle for mentorship is said to be effective when the mentor helps
mentees gain the experience of learning. The principle implies that the mentor focuses on
mentoring efforts and expectations on helping and guiding the mentored to develop solutions
and find answers for themselves. Most of the principles of mentoring are common to those of
proper coaching, which are specifically prominent within line training.

A-2-

1. Different learning habits-Different sets of people have different learning habits

.some may be very good in adapting but some may not be good that good
2. Lack of engagement-one of the major reasons for lack of learning outcomes is not
having proper engagement .either trainees are inattentive or not entirely interested
3. Creating Training That Appeals to the New-age Learner-new generation people
are self motivated they need modern generation ways of training quick ,easy and
efficient
4. Creating Consistent Training for a Global Workforce-creating a consistent
training for the global workforce takes time and huge amount of money

A3- ROI of training using the Phillips’ ROI Methodology

To calculate ROI using the Phillips’ ROI Methodology.  

Level 1: Survey the trainees to gauge their reaction.  

Level 2: Measure the learning that took place through a survey, test, or quiz. 

Level 3: Phillips built upon Kirkpatrick’s’ work and expanded this section to encompass
‘Application and Implementation’. This stage studies behaviour in the workplace and makes
it easier for organizations to see whether training resulted in on-the-job changes.  

It uses methods such as: 

Self-evaluation forms 

Supervisor Assessments 

Peer observations 

Level 4: This level looks at whether other processes were responsible for driving changes in
outcomes. For example, changing economic conditions and an altered business landscape
could be affecting profits or revenues.  

Phillips’ methodology aims to isolate the effect of a training course in the following ways:  

Forecasting models 
Trend line analysis 

Control groups  

Error-adjusted estimates  

Level 5: This level is called ROI determination and is a form of cost-benefit analysis.  

To conduct this step, you’ll need to: 

1. Choose which factors to measure 

You could measure productivity, efficiency or some other business metric.  

2. Take pre-training measurements  

3. Take post-training measurements 

4. Calculate the benefit to the company