Business in its economy.VisionThe vision is to provide better

Business StrategyMissionThe mission of the Hobby Airport is to operate safe, efficient and appealing facilities in a manner which satisfies the air transportation needs of the passengers at competitive prices while stimulating growth in its economy.VisionThe vision is to provide better passenger experience through ensuring improvements and enhancements in areas which matters to the passengers.Core ValuesThe core values of Hobby airport are employee’s integrity, Innovation, Excellence, commitment to service and the environment.SWOT AnalysisStrengthsThe Hobby has been consistent in delivering safety, security, parking facilities, easy wayfinding etc. Also, the highly skilled workforce adds to the organization’s strength by delivering comfortable, efficient services to all the departing, arriving and connecting passengers.Weaknesses Even though the airport is focusing more on making the basics right and improving individual touchpoints, lower customer satisfaction has been prevalent.  This could also be because the authorities do not focus much on designing their processes well which creates stress for passengers. OpportunitiesAdvanced technology can be used which can result in cost savings with automated processes on the ground such as air traffic management system, alerting system, security screen machines, electronic displays etc.ThreatsGovernment intervention can result in new costly rules or unexpected competition for the Airport. Likewise, a global economic downturn can negatively affect leisure, optional travel as well as business travel.Current Training and Development Program at HobbyThe existing training and development program is not very effective since it focusses the on basic facets of the airport management. Although periodical meetings are being held with an overall view to give to understand the needs of personnel, the implementation of the feedback received is low. Currently, New employees are given a two-day orientation and their training involves familiarizing them with best practices. However, an important missing feature of this orientation is the interaction between new and current team members. But, the most substantial flaw of current modules, is that they are not aligned with its business strategy. The diverse workforce needs differentiation in learning methods to have an effective transfer of knowledge. Employee DemographicsEmployees are an invaluable resource for any organization. The kind of employees recruited, the amount of value & respect given to them impacts the company’s performance. A study of the employee demographics at the Hobby Airport reveals some interesting data. The labor force is at the airport is already very diverse, and this has in many ways impacted the dynamics and culture at the airport. Inevitably, management of this diverse workforce is challenging for the Human Resource Department. Each group of employees comes with unique needs and priorities and training for this kind of staff can be relatively hard. The Maintenance and the Administrative department at the Hobby Airport consist of 350 and 150 employees respectively. The data reveals a gender stereotype at the Hobby, where men seem to dominate the workforce. Men form the 60% of jobs in the departments. Breaking down the occupational employment, almost 47% of employees i.e. 235 employees are white collar and the rest 265 are blue collar employees. The age demographics data reveals 40% of staff fall between the age group of 31-40 years. While 17% of workers are under 30, only 18% of workers are 41 to 50 years of age. Rest 25% of the employees are over 50 years. Economy OverviewThe Economic scenario is the fiscal year of 2017 and it has been healthy according to key indicators. The nations production output, which is measured by GDP, is anticipated to remain between 2 percent to 3 percent. There is neither a lot of inflation or deflation. The unemployment levels are also considered to be low. Thus, the economy will enter 2018 in an advantageous position to maintain the progress from 2017.Needs AssessmentDetermining the training and developmental program at Hobby airport will only commence when a thorough assessment of the organization is made. This diagnosis will help trainers gather data to analyze any incongruities in the organization’s objectives and employee performances. Specifically, at Hobby, the major factors that has led to the pressuring need improve business was : the impending re-organization of facilities with the airport; new technology/business processes or/and improvements being installed online for the ticketing & reservations departments; Demographic changes in the workforce(Increasing no of graduate workforce from last year in the service department); Performance inconsistency (between the customer service of the Hobby Airport employees and the diverse airlines at the Airport);Problems at the Safety; Laws and Regulations (Government regulations) and Higher performance standards(Benchmarking with IAH). This need analysis was done by questionnaires given to employees, Interviews with Staff, Climate survey of the Airport and passengers feedback. Evaluation of TrainingRegardless of how effectively the training is planned to meet the objectives, the actual success of the module cannot be totally quantitative, nor can it be measured financially (at least immediately).  First, it is critical to gauge employee reaction towards the experience. Though employers want training programs to be a valuable experience for its personnel, it may not necessarily be true according to employees. Feedback regarding the instructors, time frame, material, delivery, the venue should be taken. Second, it should also be kept in view that employees at Hobby Airport have differences in age, education status etc. So, the knowledge, skills, attitudes acquired after the training cannot be measured in the same way for everyone. Methods like tests, employee interview, follow-ups, questionnaire, program assignments can give a valuable insight into the training conducted. Third, Monitoring the changes in employee performance at regular intervals (just by environment scan, smooth flow of processes, decreased passenger grievance will also help determine the success of the training Fourth, in addition to setting clear objectives for staff prior to training, it is a good practice to measure the metrics set for each department. For example, the metric to automate the reservations and ticketing within 1 month of the training or the lost baggage claims of passengers to be resolved within 24 hours of a complaint. Fifth, evaluating the return on your investment by measuring the difference in the metrics set for each department’s employees. Hence, If the metrics improve, for instance now the baggage claims department is more efficient, more technologically updated and can do their job as we defined i.e. within 24 hours rather than taking a few days, then we know there is an improvement which is in fact worth more than the total cost of the training.  Program DesignPre-TrainingThe new 2-day pre-training program will not only help Employees familiarize with all aspects of airport management, operations, and administration but will also be given a know-how on how each training program has been customized to fit their needs. The new and old workforce will be encouraged to spend time together during this orientation. Training Modules

BACK TO TOP
x

Hi!
I'm Rhonda!

Would you like to get a custom essay? How about receiving a customized one?

Check it out