Qantas Airlines is regarded as flag carrier airline in the country of Australia and the fleet size is the major aspect of this airline that makes it to top the listing of airlines. Based in Sydney, this company has gained about 65% of share in Australian domestic market and it also owns a range of airways companies to expand the operations. The airline covers about 85 destinations and the fleet size reaches to 131. In this paper, this airline company is analysed in terms of its growth strategy and the influence of IT is also explored. As a result, the plans for performance reviews and training and development for the staffs to train to the new strategies are proposed and presented. The paper focuses on development and application of performance review methods and training proposals for the new modernization strategy by Qantas Airways in Australia. This airline has recently adopted fleet development and inclusion of IT as a part of organizational structure .
The systems development life cycle (SDLC) is regarded as a process meant to develop the performance analysis and training module for the proposed project of Qantas Airlines. The model followed is waterfall where it is a long term process and the entire lifecycle is exposed to individual QC submissions followed by final deployment.
According to the figure presented above, it is clear that the requirement is to develop a training and performance analysis plan. The design will necessarily be a combination of spreadsheets and databases to check analyse and develop the skill sets of employees. The stage of detailed design will include in depth creation of forms, reports and data that can be organized for the purpose of study . The next stage is construction where it goes for the first stage of implementation followed by testing to understand how the proposal works for the employees. Finally, it is implemented to all the targeted audience and performance analysis is also made. The SDLC process consumes a minimum of 3 months to implement for this company due to the large audience and huge data that need to be accommodated.
This type of HRIS database will connect every human resource with the functions of the company. Additionally, it can also minimize the costs involved in allocation and management of human resources for various operations. Decision making also becomes easier (Mukherjee, 2012).