Training need assessment for technical staff of Maldives Airports Company limited (MACL).

Human Resource Development

, 2020
MI COLLEGE / THA.VEYMANDOO CAMPUS
MARIYAM SAMAA (A368183)
Contents
1.0 Introduction.........................................................................................................................................2
2.0 Background information of MACL....................................................................................................2
3.0 Training Need Analysis (TNA).............................................................................................................3
3.1 Methodology.....................................................................................................................................4
3.1.1 Surveys.......................................................................................................................................4
3.1.2 Interviews...................................................................................................................................4
3.1.3 Observation.................................................................................................................................4
3.1.4 Existing evidence........................................................................................................................4
3.2 Organizational analysis......................................................................................................................5
3.3 Person analysis..................................................................................................................................6
3.4 Task analysis.....................................................................................................................................8
4.1 Design..............................................................................................................................................10
4.2 Methods...........................................................................................................................................11
4.2.1 Lectures (using Power Point Presentation)...............................................................................12
4.2.2 Animated videos.......................................................................................................................12
4.2.3 Coaching/Mentoring.................................................................................................................12
4.2.4 Role playing and scenario.........................................................................................................12
4.3 Rationale of the methods.................................................................................................................13
5.0 Conclusion...........................................................................................................................................13
6.0 Bibliography........................................................................................................................................15
Appendix 1................................................................................................................................................16

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1.0 Introduction
This assignment is done under the subject human resource development (HRD 213) which is
based on a training need assessment for technical staff of Maldives Airports Company limited
(MACL). And are focused on the training requirements and needs which are identified
through the need assessment analysis. For this analysis surveys, discussions with relevant
bodies, individual interviews, existing documents and observations are used as methodology.
Moreover, the analysis directed towards the training needs of the organization, person and
task separately. Additionally a detailed discussion regarding the results of the need
assessment, including the desired and most appropriate training (first aid) need for the
selected employees (technical) are highlighted in this report. Furthermore, how the training
activities will be designed and the methods to be used in conducting the training are included
in this report.

2.0 Background information of MACL

On 19th October 1960, Ibrahim Nasir International Airport saw its bold beginning by its first
aircraft which landed on the slotted steal runway on the Hulhule’ Island. The slotted steel
runway was replaced with improved asphalt runway in 1964 by Maldives Government. Male’
international airport was officially opened on 11th November 1981 with an improved
infrastructure to provide a better system of air traffic. Later on Maldives Airports Company
Limited (MACL) was formed as the largest commercial airport operator in Maldives, owns
and operate the largest international airport in the country. Maldives Airports Company
Limited (MACL) is a 100% state owned company which was established on 1st August 2000.

The company now employs more than 2600 staff across various divisions and sections.
MACL is systemized to a flat structure with six departments in total, learning and
development, health and safety, technical, human resource, employee relation, finance
department. Other than managing Ibrahim Nasir International airport operations, MACL has
been providing aviation fuel service, firefighting and rescue service to all regional airports
developed and owned by the government.

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3.0 Training Need Analysis (TNA)
A training need analysis is a systematic investigation of training needs within an
organization. It is part of a process which integrates training with the business or
development plans of an organization to meet its strategic objectives. A training need analysis
helps to gain information on the training and development requirement of an organization. In
addition, a TNA will guide the business to prepare appropriate training sessions by helping to
identify the key steps to prepare a training plan. [CITATION Ski13 \l 1033 ] The training need
assessment will help to answer the questions such as why, who, how, what, and when a
training has to be place. [CITATION www131 \l 1033 ]

In addition, within the training need analysis it will involve the appropriate parties and will
conduct a target population analysis to learn as much as possible about those involved and
how to customize a training program to capture their interest. Moreover, a TNA will help to
find out whether the performance shortfall or any other problem could be fixed by conducing
training and will suggest other remediation if training is not necessary. Furthermore, if a
training is necessary, the best way and best timing to do the training to get the required
results and also in a way that it match to the performance objectives set by the organization
could be identified through a successful TNA analysis. [CITATION www131 \l 1033 ]

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3.1 Methodology
By defining training needs an organization can decide what specific knowledge, skills,
attitudes are needed to improve employees performance in accordance to organizations
standard. The following methods to collect data are used in the process of TNA analysis to
identify which group of employees are in need for the training and the type of training they
need. [ CITATION cha13 \l 1033 ]

3.1.1 Surveys
Surveys are used to focus on specific areas of performance deficiency in an organization in
the form of written questioner that employees answer on nameless basis which will allow
them to answer freely and be truthful with their answers. In order to identify the areas which
need training, MACL has conducted online surveys among the employees. In this survey
questions are mainly based on the areas where employees need more trainings, such as health
and safety, HR field and customer service.

3.1.2 Interviews
Interviews are conducted to identify the causes of problems and need for a training.
Interviews are conducted face to face that gives advantage to interviewer, to collect more
information’s from the interviewees, and can come up with uncovered information’s with
modified questions. However, interviews are difficult to schedule, analyze and skilled
interviewer is needed. In MACL interview is conducted to staffs from different departments
to specific employees in order identify the area where training is most required but it takes
more time to interview all staff.

3.1.3 Observation
Observations are made during the employees are on the field to identify the issues and the
problems. It generates relevant information from work environment and minimize
interruption. However, to get a proper results observation needs to be done by a skilled
observer and it might affect employees by being observed them at work. In MACL, staff are
selected from different department and given them to handle situational scenario, while the
supervisors can be observed. For instance, health and safety related situational scenario are
given to technical staff to observe the level of understanding.

3.1.4 Existing evidence

Reviewing the previous documents related to training and performance will help to
identifying how training benefited to MACL. Existing evidence, can be used to categorize the
areas where training are mostly given and any change in performance as a result of training.
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However, the documents might not be fully applicable for the current situation.
(rampages.us, 2016) In MACL, existing evidence is used in TNA to improve the analysis,
such as the past, performance appraisals and training results.[ CITATION cha13 \l 1033 ]

3.2 Organizational analysis

Under a training need analysis it is an essential to conduct an organizational analysis in order
to identify whether the training supports the company’s strategic direction; whether
managers, peers and employees supports the training activities. An organizational analysis
identify and strategically assess the organization’s own resources and ability to do the
training. Additionally, organizational analysis determine the internal strengths and
weaknesses, so that the training activities could be designed to improve specific areas of
reduced performance. [ CITATION Amb12 \l 1033 ]

Under the training need analysis the assessment of the whole organization are being
conducted in order to identify whether the set objectives and goals of the organization
regarding the performance are being match. MACL is an airport operating company with
several departments working together endlessly for the proper functioning of the daily tasks.
The organization has its main objective which is to operate and maintain the largest
commercial airport in the Maldives. In order to achieve this main goal, sub goals are
allocated to each department. This create a climate to conduct a training to improve the
organization performance in favor of company’s policies and practices.

During this analysis, it was figured out that several departments such as operations and
employee relations requires training on interpersonal communication, leadership skills and
risk management. In addition, human resource department needs training on problem solving
and decision making skills.

By believing that learning contributes to their competitive advantage MACL is a learning

oriented organization where employees have a positive attitude towards learning and
development. Since such a learning culture is already built it is easy to conduct training
sessions and achieve objectives of the training. In addition, MACL also have budgets
allocated for training in the departments. Therefore, training activities could be easily
conducted as they have no financial and resource constraints. In MACL, health and safety is
a main concern subject to deal with. For instance, first aid training is given to employees
from time to time due to preceding complications that has aroused while employees were
working.
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In MACL they are keen on providing training to their employees for the successful operations
of their tasks. They give priority to provide information to their employees on how they can
use knowledge, skills and behavior learned in the training more effectively. If there is no
support from the management side and employees, the training won’t be fruitful. [ CITATION
DrF09 \l 1033 ]

A training will be more effective if the adequate resources are available such as the budget,
time, equipment and skilled trainers to conduct the training. In MACL they have special
classrooms with projectors, computer simulation and other equipment to conduct training
activities. In addition, they have train by trainers, master training and internationally certified
trainers.

3.3 Person analysis

Person analysis is conducted under training needs analysis, to identify who needs to be
trained, for what and when to be trained. This help identify induvial performance
insufficiencies and developmental needs that can be used to improve the personal
competency.

Employees who require training are the employees whose current performance or expected
performance shows a need for training. In detail, it comprises of performance problems,
changes in the job and use of new technology. Moreover, it also determines readiness of
training which refers to whether the employees have personal characteristics such as ability,
attitudes and motivation essential to learn as well as to apply it on the job. [ CITATION cha13 \l
1033 ]

After the person characteristics is identified, resources and instructions are given to
employees on what, how and when to perform. In the output, it is determined whether the
performance is poor or substandard. Then, incentives are given to employees according to
their performance. The consequences also affects learning in training activities. Employee
motivation is enhanced by communicating the job related and career benefits that may
receive as result of attending training program. Lastly, feedback is the information given
while they are performing. The person analysis is measured through observation,
questionnaires and interview. After conducting the analysis it is determined whether training
is required to solve performance problem. [ CITATION Sun11 \l 1033 ]

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Likewise the person analysis is conducted specifically for technical employees in MACL in
order of importance. Although it can be conducted for the employees of all the departments
however technical field employees are picked due to previous increased apprehension of
incidents which reflects the urgency of a training program. The person analysis conducted
using observation and questionnaire. The technical employees are being observed and given
questionnaire while they are working. After analyzing, it was found out that some employees
had breakdowns while doing heavy work. In addition some employees were absent from
work which led other employees to have double shifts. Also it was figured out that there was
poor incentive from the head officer which lacked the motivation to do the work.

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3.4 Task analysis
It is a thorough analysis done to describe the overall job, the tasks within the job, KSAOs
needed to perform the job, areas that can benefit from training and outlines the prioritizing
areas that can benefit from training. Technical field is the backbone which withholds overall
operations of an airport. Their main goal is to make sure aircraft is safe for flying. The line
technician’s monitors fuel levels to assure that the flight is supplied with right amount of fuel.
They also perform light maintenance, aircraft hangars so planes can be organized in orderly
form and parked. Furthermore, they help to maintain runway and walkways for the safety of
flight and passengers. In addition, customer needs is also a part of their job such as handling
luggage, give patron directions and converse with the pilots.

Working on technical field itself is risky in nature and holds high responsibilities. Therefore,
the technical staffs requires certain knowledge, skills, abilities and other characteristics to
complete the tasks. For instance knowledge of general aircraft operations, procedure and
servicing techniques. Moreover, the staff need to have great interpersonal, communication
skills and equipment handling skills. With this, they also need to have the abilities to operate
all kinds of tools and equipment, maintain customer services, ability to work under high
pressure and independently without specific supervision.[ CITATION Sun11 \l 1033 ]

The task analysis conducted have identified several areas where training is required to
improve their performance. For instance, airline customer service training, stress
management training, international airspace regulations training and first AID training. All
these trainings are necessary for technical staffs. But according to the TNA, first AID training
is selected as the most mandatory training for the technical employees. [ CITATION Pri12 \l
1033 ]

Being an airline operating company MACL has to follow certain international level standards
and manuals such as ICAO (International Civil Aviation Organization), OSHA (Occupational
Safety and Health Administration) and IATA (International Air Transport Association).
During the task analysis, the international manuals and actual first aid skills of the technical
staff were compared to identify any discrepancies. It was revealed that they were lacking
some competencies when compared with the international standard, which in turn claims the
importance of conducting a first AID training to the employees working on the technical
field.

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Moreover, safety is IATA’s top priority to promote safer and more productive environment
for the employees to work. In order to align with IATA’s standard, MACL also strive to
attain safety of employees as a top priority. There has been cases where, a technical employee
gets a heat stroke or other injuries and his colleagues are not able to handle the situation
which interrupts others work and leading to complaints from passengers. This adds up the
significance of first AID training to the technical staffs of MACL.

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4.0 Training Design

4.1 Design
Training design is a plan that need to be delivered within a specific time, using methods and
activities suitable to a targeted audience. The main objective of this first-aid training is “by
the end of this session, technical staff in MACL should be able to handle minor and major
injuries by giving adequate First-Aid”. The basic training entry requirements for this training
is that the trainees should understand Basic English language (O’level), since this training is
designed to conduct in English medium.

This training is designed to conduct in a seminar room by using Power Point Presentation and
other materials that will be used to demonstrate the training. For instance, other materials
including dummy, first-aid kit, clothe, water bottle, towel and paper box are planned to use.
Length of this first-aid training will be 30 to 40 minutes. For the first aid training trainers will
be selected within MACL since they have specialized trainers with internationally acceptable
certificates and are readily available within the organization.

Training can be started by giving an introduction about the training and mentioning about the
main objectives of conducting first AID training. In addition, the importance of the training
and benefits that the trainees will gain after actively participating in the session are clearly
described. Trainers need to convince the audience regarding the importance and
responsibility of the technical staff in daily operations, if they had any injuries and they could
not handle the situation, it would affect the other operations of MACL as well. In addition to
that, trainers will give brief introduction about what is First-aid and the importance of first-
aid to overcome the injuries that technical staff face during the job. Also, to give some basic
ideas about the first-aid, trainers will show a video, that gives important lesson about
applying the right first-aid method at right time and importance of taking initiatives.

Furthermore, technical staff uses different kind of tools, machines and other heavy load
vehicles to attempt the task. In MACL, technical staff have faced minor and major injuries at

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the work due to lack of information or irresponsibility of the staff. This includes, heat stroke,
back pain while lifting heavy object, cuts, blisters, dizzy, faint, numbness, fatigue,
dehydration, cramping, noise pollution, etc.

Beholding this, 3 main injuries will be focused which includes minor and major injuries due
to its serious complication and repeated occurrence in the workplace. So the trainees will be
trained to give first aid to cuts, heat stroke and CPR (Cardiopulmonary resuscitation). The
first activity involves giving first aid to cuts where it will explained the tactics on how to stop
bleeding and different ways of bandaging. In the second activity, which is giving first aid to
heat stroke, a scenario will be given to the trainees to assess, how they will respond to a
heatstroke situation and how they will deal with it. Once they share the responses, trainers
will explain the actual approach of dealing a heat stroke situation. The third activity involves
giving CPR training using a dummy and explaining tactics on how to check the pulse and
opening airways to make sure the person is breathing. Basically in all these activities trainees
will be self-assessed to practice that activity by themselves to see how much they learned.

4.2 Methods
To conduct this training class room can be arranged in a semi-circular format, so that it
involves everyone, unobstructed and can speak directly each other facing to the center of the
semi-circle. There are total four trainers to give the first-aid training and there are nine

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participants from technical field. All the activities are distributed among the trainers with
allocated time to each activity. For the activities described in training design there are
specific methodology for the training sessions and activities to be carried out.

4.2.1 Lectures (using Power Point Presentation)

Lectures are normally conducted in a classroom to give information to a large number people
in a short period of time. In this training session power point presentation is mainly used in
training introduction part and throughout the presentation to show related pictures for the
activities. In addition it will be used to show the progress of training with details [ CITATION
Phi11 \l 1033 ].

4.2.2 Animated videos

Animated videos could be used to deliver clear information towards a specific objective to
draw trainee’s attention towards the session. This is used to show the importance of first-Aid
in the work place and how to handle such a situation and help to open to the topic to be
explained. In addition, an eloquent animation would help to engage, entertain and educate at
the same time[ CITATION Mar141 \l 1033 ].

4.2.3 Coaching/Mentoring
Providing information to participants with proper explanations based on the trainer’s
experience if very effective to draw trainees’ attention. . It also gives chances to participants
to ask questions and attempt to activities on the spot. It is used throughout the training session
to keep trainees on the track. For instance, in the first activity trainees can ask their doubt
when explaining the tactics, and in other activities by actively participating the trainees could
experience themselves[ CITATION Mar141 \l 1033 ].

4.2.4 Role playing and scenario

Role playing could be used to show real situations that could arise in the work place and to
check the problem solving skills of the participants. Likewise scenarios could be used to
illustrate the connection between the theories and practical that trainees had gained earlier. In
this training scenarios will be distributed to the participants and they have to attempt that
situation in a group. Afterwards, trainers will explain how to actually handle an emergency
situations in the working environment[ CITATION Phi11 \l 1033 ].

4.2.5 Handouts

Handouts will be provided to the trainees which has all the detailed information about first
aid for heat stroke, CPR, and cuts. This will help to follow up the trainer incase if the trainees

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missed listening to the speaker. In addition these handouts will be helpful for future purposes
incase if they forget and want to recall what they have learned in the training
session[ CITATION Phi11 \l 1033 ].

4.3 Rationale of the methods

Lectures are commonly used in classroom sessions when dealing with a large audience but, a
training session based on only a lecture for a long period might cause certain drawbacks. For
instance, losing the interest of the participants and less likelihood of remembering and
applying it in real situations. Moreover animated video plays an important role in capturing
the audience attention but the aim is only be achieved if applied to a suitable situations. In
addition, its helps to retain the information in the long term memory. However it takes a lot
of effort and time to create even a basic video therefore, an animated video is downloaded
from YouTube to save time to be used in the training session[ CITATION Mar141 \l 1033 ].

Coaching is an interactive method of keeping the audience and the speaker on the same page.
Proper explanations are given in terms of trainer’s experience in that field. Coaching does not
have inherent disadvantage but is time consuming. Furthermore, role playing is an interest
drawing tool in a training session which prepares the trainees for real situation. However if
the role plays are too long the participants might be bored and heavy-eyed. Handouts are
commonly used as an additional information tool that can be used for future referrals.
Nevertheless preparing handouts might be an extra cost and in most of the cases participants
throw handouts away once the training is over.

Taking all these in to consideration for the first aid training all the methods will be used in
order to overcome the drawbacks of the methods. Incorporating all these methods would
allow to draw the interest of the trainees, aiding to actively participate in the activities and get
benefited from the training. This in turn would allow to have a successful training
session[ CITATION Mar141 \l 1033 ].

5.0 Conclusion
A training need assessment is a vital component which should be considered when designing
a training program. A TNA helps to draw a clear and broad picture of the training needs
required for the whole organization, sub departments as well as individuals. This is because a
TNA includes organization, task and person analysis. Likewise, simulation and scenario
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based trainings are very important to develop the necessary skills and abilities of the
employees. This will help the employees to take the correct decision at the right time while
dealing with real incidents. In addition, designing the training programs based on TNA will
result in high productivity by being more focused to employees training needs while
incorporating specific activities using specific methods. In-house trainings with exposure to
real time scenarios would enable the trainees to be highly engaged and motivated throughout
the session.

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6.0 Bibliography
Martin, B. O. (2014). Training Methods A Review and Analysis. Human Resource Development
Review.

chahal, A. (2013). A Study of Training Need Analysis Based Training and Development: Effect of
Training on Performance by Adopting Development Based Strategy. International Journal of
Business and Management Invention, 44, 45.

Firdousi, D. F. (2009). SIGNIFICANCE OF DETERMINING ASSESSMENT NEEDS AND TRAINING IN THE

SERVICE SECTOR. International Journal of Business and Social Science , 113, 114.

Keeler, A. (2012). smallbusiness.chron.com. Retrieved from organizational analysis:

http://smallbusiness.chron.com/characteristics-organizational-analysis-38352.html

MIJICA. (2013). www.jica.go.jp. Retrieved from training need analysis:

http://www.jica.go.jp/project/cambodia/0601331/pdf/english/3_TNA_01.pdf

Philips, j. j. (2011). Training Evaluation and measurement methods(third edditon). New York: Taylor&
francis.

Priolcar, X. (2012, 4 16). First-aid at workplace-past, current and future.

Skillnets.Ltd. (2013). training need analysis (guide). Ireland: Skillnets.

Sunita Dahiya, A. J. (2011). TRAINING NEED ASSESSMENT : A CRITICAL STUDY . International Journal
of Information Technology and Knowledge Managemeny, 225, 224.

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 Appendix 1

Lesson plan for first AID training

Program title: providing specific first AID training for technical staff of MACL
Major topics: how to handle minor cuts, heat stroke and CPR
Session time : 30 to 40 minutes
Objectives of this lesson: by the end of this session, technical staff in MACL should be able to handle
minor injuries by giving adequate first AID.
Instructor: Aishath Sara, Zoona Ahmed, Azra Ahmed, Risma Abdul Naseer
Trainees: Technical Staff
Physical environment: class room environment
Equipment and Materials required: FomBoard, cloths, mat, water bottle, bandage, projector,
simulation, ice bag, dummy, chair
Prerequisite: O’level

Time Instructor activity Trainees activity Evaluation

 Introduction of the  Self-introduction  Clear understanding about
trainers team, what the training is about.
 aims of the  Get to know each other.
training and
3 mins
activities,
 Responsibility and
importance of
technical staff.
 Showing an  Maintaining  Clear understanding of what
animated video, corporation and first Aid is and why to give
 introduction to the active listening first Aid,
5mins
topic, (importance)  Understand minor and major
 Explaining minor injuries they face often.
and major
10mins  Explaining about  Self-assessing  Understand the types of cuts
cuts injuries and  Following the and causes
main causes, guideline.  Get to know how to attempt
 Practical example it and proper bandaging for
of bandaging and the right type.
 Making trainees to

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 follow up and
directing them.

 Explaining  Attempting the  Understand Right way of

heatstroke and scenario and dealing with heatstroke
causes giving answers in victim.
 Role play and groups
7mins scenario
 Explaining the
proper ways to
deal with a heat
stroke victim.
10mins  Explain CPR and  Self-assessing  Understand the steps of
situations to apply,  Following the CPR
 Practical example guideline.  Get to know how to
of CPR steps and attempt it.
 Making trainees to
follow up and
directing them.
5mins  Summarize of the  Open for question  Clarifying doubts
training  Clear doubts
 Q&A session and
 Thank you

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