Perceived effectiveness of training and Development on performance of in-flight Attendants in Kenya airways limited
Employee training and development are becoming an optimal answer to complex business challenges, and the management of human resources is taking central role in modern management. Through the process of employee training and development, the management of human resources provides constant knowledge innovation, creates conditions for mutual knowledge and experience exchange and proactive behavior, in this way contributing to competitive advantage and satisfaction of all participants in business procedures.The research was guided by one research objective which was to find out the perceived effectiveness of training and development on employee performance among the in-flight attendants in Kenya Airways. A case study research design was used. The population of study was all the in-flight attendants currently employed by Kenya Airways who are 900 in total. Stratified sampling was used to collect the data from the different strata in the in-flight attendant hierarchy made up of cabin managers, flight pursers, senior in-flight attendants and in-flight attendants. Data was collected using a semi structured questionnaire administered through a drop and pick method. The data was coded and analyzed and presented using tables and charts. Findings of the study revealed that training and development was perceived by the inflight attendants as key in their performance. The programs prepared the in-flight attendants to work together in teams to operate different scheduled flight. Trainings have also enlightened the in-flight attendants on what is expected of them in the work place this has not only helped in the elimination of job discrepancies but has also helped to minimize risks as well as to ensure harmony and consistency across the entire team. The trainings that are given upon acquisition of new equipment, aircraft and other technological changes such as adoption of new systems has also helped the in flight attendants adopt the changes better and faster. The trainings also helped the employees to tie their personal efforts toward attainment of the entire organizations mission and vision and work hard towards attaining this. Suggestions were recommended in relation to the trainings offered. Implementation of better training facilities such as simulators to ensure in-flight attendants have a true feel of how emergencies happen and how to be well prepared for them. The frequency of some of the trainings should be increased to ensure that in-flight attendants are well refreshed examples are trainings which are offered on a one off basis such as those touching on those in supervisory levels. More channels for giving feedback should be added to what is currently present and employees encouraged to use them, Trainings that involve a lot of complexities should be simplified for easier and better understanding of the material there in. Training handouts should be issued for all the trainings offered to allow referencing in the future and for clarity. Further research can incorporate training and development studies in other departments in Kenya airways and can also look at other airlines. The field of human resources practices is very extensive. Other variables other than training and development can be looked at and their impact on employee performance evaluated.