ABSTRACT

This research paper seeks to examine whether the training practices at the Special Anti-Crime

Unit (SAUTT) is adequate. Over the past few years organizations have come to the realization

that their Human Resource is there most important asset. As result increasing emphasis has

been placed by organizations on training theirworkforce not only training them but training them

so that they perform their functions efficiently and effectively.

An organisational back ground SAUTTwas initially looked at in order to give the researcher a

perspective of the organization. A wide range of literature was reviewed in order to examine

theories related to training. These literatures include a myriad of views dealing with many

different areas of training and several definitions of what is training is. The purpose of training,

the importance of training and conducting training using the systematic training cycle was also

looked at.

Questionnaires and interviews were used to gather the primary data to conduct the study. . A

positivistic/deductive method was used to analyse the data collected. The analysed data was

presented by use of bar graphs and pie charts.

It was observed that the training received was inadequate for the effective performance of

duties. The result of the researcher’s finding showed that there was a need to revamp the

training process at SAUTT. Conclusions were drawn from the analysis of the data collected and

recommendations made to implement continuous training, align organisational goals to a

strategy and supply officers with the training and equipment needed to perform their functions.

Also recommendations were made to place more emphasis on management development,

increase the frequency of training and implement systematic training procedures.

 THIS QUESTIONNAIRE SEEKS REPONSES IN ORDER TO EVALUATE THE
EFFECTIVENESS OF TRAINING APPLIED FOR JUNIOR STAFF AT THE SPECIAL
ANTI-CRIME UNIT OF TRINIDAD

1. Is training in SAUTT adequate for you to deal with all aspects of your work?
Strongly Agree ( ) Agree ( ) Strongly Disagree ( ) Disagree ( )

2. Does SAUTT provide adequate equipment for you to perform your duties?
Most Times ( ) Rarely ( ) Never ( ) Always ( )

3. Are you adequately trained in the use of equipment necessary to perform your
duties?
Strongly Agree ( ) Agree ( ) Strongly Disagree ( ) Disagree ( )

4. When was the last time you received training?

3 mths ( ) 4 – 6 mths ( ) 6 -12 mths ( ) over one (1) year ( )

5. Are you motivated to work?

Most Times ( ) Rarely ( ) Never ( ) Always ( )

6. Continuous training is necessary in order to improve your job performance?

Strongly Agree ( ) Agree ( ) Strongly Disagree ( ) Disagree ( )

7. When last did you receive training relative to your specific job function?
 3 mths ( ) 4 – 6 mths ( ) 6 -12 mths ( ) over one (1) year ( )

8. When you receive training are you able to apply what you learnt to the job on your
return to the job environment?
Most Times ( ) Rarely ( ) Never ( ) Always ( )

9. Are you aware that SAUTT is going through a transformational process?

Yes ( ) No ( )

THIS INTERVIEW SEEKS TO OBTAIN DATA TO AID IN THE EVALUATION OF THE

EFFECTIVENESS OF TRAINING FOR JUNIOR STAFF AT THE SPECIAL ANTI-
CRIME UNIT OF TRINIDAD AND TOBAGO

Interview with Mrs. Helen Pierre, Senior Human Resource Officer

1. Is The Human Resource Department responsible for initiating all training

activities at SAUTT?

2. Is this put into practice?

3. What is the Human Resource Department s role in the transformation initiative?

THIS INTERVIEW SEEKS TO OBTAIN DATA TO AID IN THE EVALUATION OF THE
EFFECTIVENESS OF TRAINING FOR JUNIOR STAFF AT THE SPECIAL ANTI-
CRIME UNIT OF TRINIDAD AND TOBAGO

Interview with Col. A Griffith, Vice Director at SAUTT

1. In an organization such as SAUTT how often should training be conducted?

2. What key areas in your opinion does staff need to be trained in?

3. SAUTT is said to be going through a transformation initiative, how important

is training to this process?