TRAINING CORPORATE PROFESSIONALS

Leticia RheaDecember 3, 2015

INTRODUCTION

“ExpressJet Airlines is the world’s largest regional airline with 8,500 aviation professionals. We serve more than 180 airports in the U.S., Bahamas, Canada, Cayman Islands, Mexico and Turks and Caicos Islands.” (ExpressJet Airlines, 2015) The proper training of our professionals to be safe and productive is imperative. A sound training program is an essential part of every department.

INTRODUCTION

Currently ExpressJet’s Planning Department does not have standard departmental training policies and procedures that are uniformly followed. It is management’s desire for the planners to become unified in complying with daily tasks, and is in the process of developing a training program. Today we will look at British Petroleum an international corporation headquartered in the UK. BP is committed to their employee’s safety and sustainable, qualities I believe ExpressJet Airlines strongly upholds

CASE STUDY

British Petroleum’s Learning and Development program is under their career portal.

http://www.bp.com/en/global/bp-careers/working-at-bp/learning-development.html .

CASE STUDY

“BP employs over 80,000 people, in more than 80 countries, representing diversity of people and a wide mix of skills and disciplines.” (Learning and development) BP believes that developing their people is the key objective to longevity and ensure their employees that they can expect top notch training with the flexibility to realize their full potential no matter what or where they aspiration may take them.

CASE STUDY Their employees are a productive investment

and BP equips their people with the technical skills to perform their current position. As well as ensure that they will have plenty of opportunities to grow and develop educationally during their tenure with BP. Through the “19 academies and institutes partnerships” BP has supported global educational “awards such as British Science Association’s CREST awards – the leading UK STEM award scheme for their young people.” (Learning and development)

CASE STUDY At BP it doesn’t matter their employee’s

position, location, background, or experience there is a program available for everyone. Through BP’s performance management process, clear goals are set, monitored and regularly assessed. Their Induction and Work-Showing Programs help integrate individuals in new situation; for instance, a new language is trained at different fluencies if needed when entering a foreign country.

CASE STUDY Formal training is supplied as employees

move up the corporate ladder and guidance and support is provided to begin the new challenges. When it comes to “safety training, staying up to date with technological innovation or developing the commercial skills to consistently deliver for the business, (Learning and development) BP is very supportive in providing every opportunity for their employees to improve.

CASE STUDY BP offers their employees a variety of

structured courses either online or on campus learning, with mentors or individual continued development. “Courses focus on leadership, communication and presentation skills, as well as technical capabilities.” (Learning and development) BP’s managements staff are not forgotten, they are cultivated as well, so that they may bring the best out of their work group.

CASE STUDY

Their employees are willing to learn from one another. They believe in working together to build strong relationships with their coworkers globally within and across disciplines and countries to communicate and share a thought process that can help overcome future situations.

CONCLUSION

British Petroleum training program has to be a hefty budget expense (couldn’t find a budgeting expense). Most companies cannot afford to operate such an extensive program. I also have to note that most companies are not international and don’t have the global collaboration that BP has to offer their employees.

CONCLUSION

British Petroleum has partnership with several institutes to provide their employees with educational opportunities and awards. They are dedicated to their employees no matter their position, geographic, demographic, or skill set. BP has made sure that their employees will have rewarding careers that coincide with their strengths and ambitions.

CONCLUSION

BP have established a multi-facet training program that motivates, develops, educates, and promote their employees. “These are keys to fostering, developing and retaining diverse talent within BP.” (Learning and development) Qualities that ExpressJet Airlines will establish in a training program and uphold with their employees.

Works CitedExpressJet Airlines. (2015). ExpressJet-About Us. Retrieved October 13, 2015, from ExpressJet Airlines: http://www.expressjet.com/about/

Learning and development. (n.d.). Retrieved December 03, 2015, from BP Careers: http://www.bp.com/en/global/bp-careers/working-at-bp/learning-development.html

Learning and development. (n.d.). Retrieved December 03, 2015, from BP Careers: http://www.bp.com/en/global/bp-careers/working-at-bp/learning-development.html