1. TrainingTraining Plan OverviewPlan Overview
Airways Aviation
By Ray Oaklands
HR Coordinator

2. Training NeedsTraining Needs
Training needs are dictated by the
difference in EXISTING competencies
compared to the competencies required to
run the business complying with
regulatory bodies.

3. Training Needs otherTraining Needs other
Employment / Exit Interviews, Succession
Planning will give training needs.
Business Change, new directions.
Training Evaluation and Assessment.
Job analysis PD’s.
Performance Appraisals.

4. Training Needs otherTraining Needs other
What the organisation expects to happen
and what actually happens (Work History-
Outcomes- Processes)
Safety…Accidents, Risks, Hazards.
Quality of product / procedures.

5. Regulatory / CompetencyRegulatory / Competency
CASA.
Government.
Quality.
Technical Competency.
Safety.
Business Change / Outcomes.
Legislative Compliance.

6. Planning TrainingPlanning Training
Training needs to be planned in advance
based on training needs analysis not
reactive.
Succession planning will influence future
training.
Recurrence training can be planned.
Training Strategy Development.

7. Planning Training cont…Planning Training cont…
Employment / Exit interviews.
Business Decisions.
Quality issues.
Safety alerts

8. Recording TrainingRecording Training
Training records should visible and readily
accessible.
Skills matrix for Special processes and
other training to assist production.
Regular updates of matrix.
Alerts for recurrence training.
Maintain competencies and Numbers
based on succession planning.

9. Recording of Training cont…Recording of Training cont…
Record previously trained intellectual
property applicable to business on training
record.
Exit interviews outcomes recorded.

10. Training ProvidersTraining Providers
Cost and delivery of Training should be
compared with other providers regularly.
Utilise Product tech support to deliver
training.
Training to be delivered to customer needs
at the right price.

11. Training Providers cont…Training Providers cont…
Utilise QDS personnel as trainers if
applicable.
Training outcomes should be regularly
assessed and measured for effectiveness.

12. Training OutcomesTraining Outcomes
Training requires ONE easy automated
system that gives visibility , ALERTS for
recurrence training, easily updated and
maintained, satisfying all stake holders.
HR Succession planning, Employment /
Exit interviews, Performance appraisals
and Intellectual property must
communicate with training to dictate
future training needs.
Benchmarking current capabilities.

13. Training Outcomes cont….Training Outcomes cont….
Utilise product support for training eg
Permaswage.
Measure training effectiveness. Eg trainee
feedback, on job.
Produce visible regularly maintained
Special processes Matrix to aid production
/ quality.

14. Training Outcomes Cont.Training Outcomes Cont.
Set up a review process that will compare
required outcomes with those that actually
happened.

15. Where to From HereWhere to From Here
Contact Airways Aviation IT for online
courses.
 (HR) Exit , Succession, Current Human
Capability etc.
Contact Product Tech support RTO.
Training Evaluation feedback system.
Produce Matrix for production. (Special
Processes) and other training, update
regularly.

16. Where to From Here cont…Where to From Here cont…
Training needs Analysis. Define Basic
competencies in each grouping through
Job Analysis and simplify.
Develop a program that compares
individual staff with basic required
competency within the ONE system,
producing the training need for an
individual.

17. Where To From Here Cont.Where To From Here Cont.
Determine Business direction.
Develop a TNA that alerts recurrent
training.
Look at the possibility of the TNA giving
us a set level of competency required for a
certain project and alert us of the
deficiency of competency to complete that
project due to succession of staff.

18. Where To From Here Cont.Where To From Here Cont.
Involve Planning / Quality / Safety
/HR/RTO/CFI/ Chief Pilot and
Management to measure business
outcomes and history.