The purposes of this research were to explore the training development processes of training programs at St. Lucia Air and Sea Port Authority (SLASPA), the training programs offered and the training need of employees at this organization. This study aims to understand and explore the relevant training and development needs issues of training programs at Saint Lucia Air and Sea Port Authority. Every organization undergo training programs for their employees therefore the study seeks to explore what strategies are used to discover the different training needs of employees and whether the training program meet those needs. This research utilized both the Quantitative and Qualitative method of data analysis. The collected data were analyzed using descriptive statistics, One Way Anova and document analysis. The participants for this study were employees from Saint Lucia Air and Sea Port Authority. A convenient sampling technique was adopted for data collection. A questionnaire with 28 items were used which utilized a five point Likert- scale ranging from 1, (highly dissatisfied) to 5 (highly satisfied). Out of the 200 questionnaires dispatched, 159 were retrieved, which represents 80 % response rate. The study unveiled that that employees are fairly satisfied with the training programs offered by Saint Lucia Air and Sea Port Authority. Finally, the findings revealed that the only demographic variable that has any significance to training is education. Employees listed a number of training needs, however, customer service and fire arm training were the two more frequently mentioned.

The purposes of this research were to explore the training development processes of training programs at St. Lucia Air and Sea Port Authority (SLASPA), the training programs offered and the training need of employees at this organization. This study aims to understand and explore the relevant training and development needs issues of training programs at Saint Lucia Air and Sea Port Authority. Every organization undergo training programs for their employees therefore the study seeks to explore what strategies are used to discover the different training needs of employees and whether the training program meet those needs. This research utilized both the Quantitative and Qualitative method of data analysis. The collected data were analyzed using descriptive statistics, One Way Anova and document analysis. The participants for this study were employees from Saint Lucia Air and Sea Port Authority. A convenient sampling technique was adopted for data collection. A questionnaire with 28 items were used which utilized a five point Likert- scale ranging from 1, (highly dissatisfied) to 5 (highly satisfied). Out of the 200 questionnaires dispatched, 159 were retrieved, which represents 80 % response rate. The study unveiled that that employees are fairly satisfied with the training programs offered by Saint Lucia Air and Sea Port Authority. Finally, the findings revealed that the only demographic variable that has any significance to training is education. Employees listed a number of training needs, however, customer service and fire arm training were the two more frequently mentioned.

Anderson, A.H. (1993). Successful training practice: A manager’s guide to personnel development. Cambridge, MA: Blackwell.
Anonymous. (1998). Top tips for finding and keeping good people. Nonprofit World, 16(53), 17.
Bartram, S. & Gibson, B. (2000). The training needs analysis toolkit (2nd ed). Amherst, MA: HRD Press, Inc.
Bashir, U., Memon, S., & Rizvi, S. (2011). Effectiveness of training need analysis: Philosophy to practice - A case study of Pakistan Petroleum Limited. Journal Of Managerial Sciences, 5(2), 125-137.
Beder, H. (1989). Purposes and philosophies of adult education. In S. B. Merriam and P.M. Cunningham (Eds.), Handbook of adult and continuing education. (pp. 37-48). San Francisco, CA: Jossey-Bass Publishers.
Berger, Z. (Ed). (2001). Sustaining distance training: Integrating learning technologies into the fabric of the enterprise. Jossey-Bass Inc., United States.
Blanchard, P., Thacker, J. (2007). Effective training systems and strategies, and practices.
Pearson, New Jersey.
Blanchard, P., Thacker, J. (2010). Effective training systems and strategies, and practices.
Pearson, New Jersey.
Brown, J. (2002). Training needs assessment: A must for developing an effective training program. Public Personnel Management, 31(4), 569.
Cekada, T. L. (2011). Need training? Conducting an effective needs assessment. Professional Safety, 56 (12), 28-34.
Cunningham, P. (1989). Making a greater impact on society: Fulfilling the promise of adult and continuing education. New Directions for Continuing Education. San Francisco: Jossey-Bass.
Denby, S. (2010). The importance of training needs analysis. Industrial and Commercial
Training, 42(3), 147-150. doi: 10.1108/00197851011038132.
Dolezalek, H. (2004). Training magazine's 23rd annual comprehensive analysis of employer-sponsored training in the United States. Training, 41(10), 20.
Dolezalek, H. (2005). 2005 Industry Report. Training, 42(12), 14.
Dolezalek, H. (2010). Talent Scout. Training, 47(2), 52.
Edens, P., Bell, S. (2003). Effectiveness of training in organizations: A meta-Analysis of design and evaluation. Journal of Applied Psychology, 88(2), 234–245. doi: 10.1037/0021-9010.88.2.234
Falk, I. H. and Harrison, L. B. (1998) Community learning and social capital: Just having a little chat. Journal of Vocational Education and Training, 50 (4) 609-627
Finger, M. (1995) Adult education and society today. International Journal of Lifelong Education,
14(2), pp. 110-119.
Goldstein, I. (1980). Training in work organization. Annual Review Psychology, 31, 229-272.
Goldstein, I. (1993). Training in organizations: Needs assessment, development, and evaluation (3rd ed.). Wadsworth Publishing
Grupta, K. (2007). A practical guide to needs assessment. Pfeiffer. U.S.A
Hicks, C.,Hennessy, D. (2006). A methodology for assessing the professional development needs of nurse and midwives in Indonesia: Paper 1 of 3. Human Resources of Health, 4 (8). DOI:10.1186/1478-4491
Hicks, C.,Hennessy, D. (1999).A task based approach to defining the role of the nurse practioner: the views of UK acute and primary sector nurses. Journal of Advanced Nursing, 29 (3), 666-673
Hooi, L., (2010). Technical training in the MNCs in Malaysia: A case study analysis of the petrochemical industry. Journal of European Industrial Training, 34 (4), 317-343. DOI: 10.1108/03090591011039072
Holmes, T. J. (1999). Developing effective training programs. The Armed Forces Comptroller, 44(4), 7-10.
Jaya. S., Ehsan. S. (2007). Training needs. Prioritysky SDN. BHD.
Knowles, M. (1980) The modern practice of adult education. Pedagogy to Andragogy
(2nd edn). Englewood Cliffs: Prentice Hall/Cambridge.
Longoria, R. G. (1997). The relationship between work experience and job knowledge: A
theoretical and emperical reexamination. Retrieve from:
Http://schoarship.rice.edu/bitstream/handle/1911/10180/9727575.PDF?sequence=1
Manju,S., Suresh, B. (2011). Training design interventions and implications for the productivity
effectiveness. Synergy, 9(1), 52.
Merriam, S & Leahy, B. (2005). Learning Transfer: A review of Research in Adult Education and
training. Peace Journal of Lifelong Learning, 14, 1-24.
McNamara, C. (2004.) Employee Training and Development: Reasons and Benefits. Retrieved April 2012 from web site: http://www.mapnp.org/library/trng_dev/basics/reasons.htm
Miller and Osinski, (2002). New idea to meet skills training needs. (1993). Plant, 52(2), 32.
Monson, C. (2010). Training: An investment in performance improvement. Franchising World, 42(9), 22-24.
Nadler, L. (1982). Designing training programs: The critical events model
Noe, R.A., Hollenbeck, J.R., Gerhart, B., Wright, P.M (2007) Fundamental of Human Resource Management (2ed). McGraw Hill, New York.
Noe, R. (2010) Employee Training and Development. McGraw Hill, New York.
Pinsonneault, A., & Kraemer, K. L. (1993). Survey research method in management information systems: An assessment. International Journal of Management, 10 (2), 75-105.
Rosner, R. (1999). Training is the answer … but what was the question? Workforce, 78, 42-50.
Rosset, A. (1989). Assess for success. Training and Development Journal, 43 (5), 55-60.
Salas, J. (1999). Training team problem solving skills: An event-based approach. Computers in Human Behavior, 15(3-4), 441.
Selman, G., Cooke, M., Selman, M., & Dampier, P. (1998). The foundations of adult education in Canada. Toronto: Thompson Educational Publishing.
Shushan, E. (2012). Enhance Training's Worth With Learning Processes. T+D, 66(2), 60-63.
Stanley, T. L. (2002). Good training programs don't just happen. SuperVision, 63(6), 8-10.
Tollison, P. (1992). Assessing TQM training needs. The Journal for Quality and Participation, 15(1), 50-50.
Towers, B. (Ed.).(1992). The handbook of Human Resource Management. U.K. Blackwell Publishers.
Training Magazine. (2001). Industry Report 2001. Minneapolis, MN: Bill Communications.
UNESCO. (1980). Adult Education. Retrieved from http://www.unesco.org/new/en/
Wagonhurst, C. (2002). Developing effective training programs. Journal of Research Administration, 33(2), 77-81.
Werner, J. & DeSimone, R. (2009). Human Resource Development. Cengage Learning. U.S.A.
Werner, J. & DeSimone, R. (2006). Human Resource Development (4th ed). U.S.A: Thomas South-Western.