INTRODUCTION the goals of training and describes why certain



1.         Training is
commonly identified as giving opportunities to people to improve their skills,
modifying behavior, and increasing competence. Mostly, requirement of the
training is giving complete attentions on students should competent what they
should know as per that particular subjects. Training is a longer-term process,
which includes the goals of training and describes why certain facts must be known.
Training is scientific process and it should be systematically designed and
organization must have correct system to get their maximum output when they
discharge their duties (USA. Department Health and Human Services, 1999).

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 2.        Sri Lanka is a country which had brutal 30 years war since
80’s and terminated on 19th May 2009 by the Sri Lankan armed forces.
 It is observed that various HR and IHL (Human
Rights and International Humanitarian Law) allegations were raised from several
parties in the world, including the UNHRC (United Nation Human Rights Council).Assessing
the improvement of the implementing HR resolution 30/1 on promoting reconciliation,
accountability is still being observed by the UNHRC (releifweb,2017). SLN (Sri Lanka Navy) is
being armed force, effectiveness on HR and IHL training is essential to enhance
the professional  knowledge on naval personnel.
Establishing and protecting HR and IHL is utmost important and that
responsibility lies with the armed forces as well as the Ministry of defence in
any countries (Bienert, 2014). Several HR and IHL training are being conducted
by the SLN for the officers as well as the sailors regularly.

3.         Professionalism of naval personal can
be categorized under many aspects. It will be varied from initially as officers
and sailors in SLN, and then it will be depended on the particular branch,
personal they belong. Apart from that, the significance of the HR and IHL is
the great important for all naval personal as the service men. Naval personal
are being engaging with many civilian cases. So it is obvious that,
professionalism of service person is also included the knowledge on HR and IHL
is great important. Therefore study on effectiveness of HR and IHL training in
SLN is paramount important for enhance professionalism of naval personnel.      




4.         Effective
training on HR and IHL is great important to prevent HR and IHL violation by
the SLN in conflict scenario in both land and sea. Specially, there should be a
mechanism to evaluate the knowledge on HR of naval personal who are engaging
with civilian (fishermen, drug dealers, illegal migrants and etc.)

5.         Even though
government forces have totally defeated the terrorist in Sri Lanka, but thorough
knowledge on IHL is required to handle future conflicts as military personal.

6.         Study was not
carried out to find effectiveness of HR and IHL training in SLN.

7.         Effective training should be included
that knowledge, techniques and skills and it will be affected to minimize the mistakes
which can be taken place in real scenario (Raja and Kumar, 2016).

8.         Continues Training
on HR and IHL helps to upgrade knowledge of SLN personal and inculcating the
sense of co-ordination with the civilians.


Scope of the research is only considering of the persons who
are done courses in the outside.




9.         In SLN sufficient room is not given for enabling the naval
personal, to acquire the necessary knowledge on HR and IHL. Presently 82 SLN
personnel’s were been under gone several HR and IHL training and those training
are categorized as Post graduate, Diploma, Advanced courses, Refresher courses,
Instructor courses and etc. All above training programmes are conducted in
institutions and universities, which are not, belongs to the SLN. SLN officers
are being frequently participated for HR and IHL conferences mostly abroad and many
local seminars. Separate Directorate is functioned in SLN as HR and IHL and different
training module are being conducted for the naval personnel by attaching only 9
sailors for the respective naval commands. It is observed that utilization of
naval personal those who have completed HR and IHL training are not involved
with particular subject. In addition that many important training modules in
SLN are not included HR and IHL training, though it is important for the naval personal




      Following will be considered as


constraint – Some sailors may not give correct feedback.


Time constraint –
Time will be a constrain with the academic works at DSCSC.


Sample size
constraint – As per the statistics of HR and IHL directorate, so it was very
difficult to cover all the naval personal in this survey. Number of naval
personal covered in this survey is limited to the sample sizes who are working
in Western Naval Area.  This limits the
scope of the project study and the analysis may not represent the whole


constraint – The time duration for the research is limited to around 10 months
.so it was difficult to analyze the trainings effectiveness at micro level.

Officers of HR and IHL directorate may reluctant
to give exact details.


Study will be carried out within SLN and not
involved the other institutes and universities conducting the HR and IHL
programmes for naval personal.




11.       In
this research the Kirkpatrick Model will be used to measure the effectiveness
of HR and IHL training in SLN. The Kirkpatrick Model is world recognized module
for use to measure the effectiveness of training (Saad et al., 2013). The
conceptual frame work for the study is as follows.

Kirkpatrick Model       



(Independent variable)





of Training                                                                    (Dependent variable)






Figure 1: conceptual Framework





12.       Hypotheses.                There
is no effectiveness of the HR and IHL training in SLN.


13.       Null hypotheses.        There is an effective of the HR and IHL
training in SLN.