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HRMN 406 Assignment 3 Training Plan

Designing the Training Program of the British Airways Staff Training on Laying off and Redundancy Analysis

Introduction of the Organization

British Airways is one of the largest airlines in England and it has a wide network of destinations. With a large fleet of airplanes and extensive experience in cargo and passenger travels, the airline is undoubtedly one of the most profitable airlines in Britain. The company has been making lots of profits. This is seen in the 2019 financial performance results where the company posted over 1.3 billion as revenue in operating profits. This firm has always one of the companies that graduates would love to work for because of the institution of a strong work ethic and a culture that ensures the needs of the employees are well-taken care off. By 2019, the company had over 4200 employees. The company hires a high number of staff who depend on the salary from the organization for their daily bread. The firm hires pilots, groundsmen, security officers, airport administrators, cabin crew members including the air hostesses, etc. The training issue is that the employees need a lot of knowledge and skills to help them transition properly during this period of mass layoffs, increasing company re-organization, retrenchment, and the reorganization of the organization as a result of the reduced revenue exacerbated by the COVID 19 pandemic.

The organizational training goals and objectives are as follows: to make sure that the employees understand the need for taking tough and critical decisions like laying off a good number of workers, to ensure that the levels of motivation among the employees remain the highest level even when their contemporaries are being laid off. To assist the employees to manage the transitioning from the working environment to the outside world. The training also aims at presenting the employees with the opportunities and procedures to network so that once they have been laid off from the organization; it will be much easier for them to find another job. The target group of this training is the pilots whose jobs are at risk because of the coronavirus pandemic, the groundsmen, airport officials, laborers, cabin crew members, and the administrative members. Ideally, the individuals whom this training seeks to benefit are those employees in the British Airways organization whose job is at risk. One of the KSA's that will be expected of the learners is the ability to embrace the learning program, having a positive mindset towards the training program, and also share with others because the resources do not allow all people in the organization to be trained.


The training format will follow the set formats for professional, soft skills-based format and it will also include some legal training involved. The training format that will be employed will be video format (Quigley, 2019). Because of the onset of the COVID 19 pandemic, it is not expected that the employees will be available for large group gatherings during the training process. It is also estimated that the training will take place a maximum of three weeks, there will be six lessons per week, two lessons per day and it will occur three days per week. Since it will be online based on video format, the training will likely take place in the evening when a majority of the organizational employees who had signed up for the program will be available. Organizing for the planning phase of the program will take place using a variety of available tools such as the Gantt chart.

Costs of the Program 100,000 British Pounds

Resources ( Tools) Video enabled devices, computers, mind maps, Gantt Charts, speakers, tablet computers, laptops, desktop computers Human Resources Experts from theorganization Trainers from theorganizational union reps Networking managers Legal experts Content Resources: ( Materials) Materials fromthe existing research facilities) Company based materials and others sourced from different organizations

Training Budget and Report

For every training activity, there is a need for a budget that will be involved in the training of the employees. The training budget will ensure that the organization gets its return on investment in the training program (Quigley, 2019). The budget is composed of the direct costs attributable to the training program and the indirect costs which are not attributable to the training program but incurring them will assist the organization in the proper planning and implementation of the program (Duggan, 2017). The direct costs include the costs of acquiring resources and materials to be used during the training, the indirect costs include the costs of repair of the online-enabled devices and the costs of hiring a web designer to do the applications. Other expenses include the costs of hiring outside facilitators to be part of the program, marketing and development costs, and increasing awareness of the program, compensation to the participants, monitoring, and evaluation costs. The other costs for the program include the cost of preparing for the program. The organization needs to set a date and plan for these costs. The training has been approved by the Chief Financial Officer of the organization and it will part of the financial expenses arising from emergent miscellaneous allocations from the company's end of year financial results and analysis. Below is the table showing the budget.


In the training materials, what will be included will be exercises and short tests at the end of each module to find out whether the employees of the organization have understood the training (Duggan, 2017). These exercises will be done together in groups and this is poised to increase the cohesiveness of the team members who are getting involved in the training. There will be a final assessment at the end of the module to find out the person who had performed the best during the training and to ensure that this person gets the award he deserves.

Implementation of the Program

The organizers of the program will organize feedback and an evaluation of the behavior of the employees who had been relieved of their duties to find out specifically how they are faring on after the program had been terminated. To implement the program further, it will be replicated in the second three years especially when the organization is carrying out some sort of reorganization and this will only happen after the company establishes that the first phase of the training program had been a tremendous success.


To find out whether the program has been effective, it will be very important to carry out an evaluation. Some of the key evaluation methods that will be employed include the ongoing evaluation that is the end of chapter tests that will be administered (Andriotis, 2019). There will be also being a summative evaluation method at the end of the training program to find out whether the employees have understood the program. Online based survey techniques will also be administered to the company employees and this will be very important in gauging the emotions of the employees during the whole training method (Andriotis, 2019).

Tools to be used during the evaluation:

• The Philips Return on Investment Evaluation Model. (This one will be used to know the financial implications of the organization once the training has been adopted)

• Here is the link to the tool:

Short term evaluation:

• Continuous tests

• Final Tests

Long term evaluation method

• Surveys

• Observe employee behavior.


Andriotis, N. (2019). How to evaluate your employee training program [2019 Edition]

. TalentLMS Blog. Retrieved 3 October 2020, from

Duggan, T. (2017). Importance of a Training Budget in Organizations. Bizfluent. Retrieved 3

October 2020, from

Quigley, E. (2019). ADDIE: 5 Steps To Effective Training Courses | LearnUpon. LearnUpon.

Retrieved 3 October 2020, from

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