The Practice and Problems of Training Programs under Public Sector Capacity Building Program in Hareri Regional State
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Date
2009-03
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Addis Ababa University
Abstract
The main purpose of this study was to undertake aformative evaluation of the training programs
under Public Sector Capacity Building Program, which have been offered by respective
governmental organizations in Hareri Regional State of Ethiopia since 2005. As well, to identifY
the strengths and weaknesses portraying these training programs and finally to conclude by
presenting feasible recommendations. Accordingly, descriptive survey study method was
employed; the study condllcted in four public sector organizations that were selected using
stratified sampling techl 1iqlle, and proportional random sampling technique was used in
identifying the st udy grollp within the public sectors. On this basis, I2 organization officials, I I 6
trainees and 9 trainers were the subjects of this study. Interview, questionnaire, and document
analysis were used to collect the necessary information. Results obtained were analyzed via
percentage, average lIIean rank and Kruskal Wallis test (a non parametric alternative to oneway
ANOVA). The results of this study reveal that although the majority of training programs
offered to employees of respected organizations were imposed by higher authorities, they were
essential and powerjiti areas in escalating the public sectors and thereby contribute to the
process of alleviating poverty and sustaining development; and respondents' perception on the
majority of cases of training programs was similar. Yet, the training programs were dominated
by short term type trainings, insufficiency of training needs analysis, improper selling of training
objectives, mismatching the organizational training needs and the training objectives with that of
the identified and presented training contents, not applying the various training methods in afair
and balanced manner, deficiency in a typical characteristics and roles of trainers, lacking fairminded
and pursuing appropriate procedures for the selection of employees to the training
programs, and most ill/portanlly not paying allention to the practice of evaluation were
observed. To address these issues; it is recommended that training needs analysis should be
. practiced regularly using the powerjiti and systematic approaches in assessing prominent
in/orll1(1tion abo lit employees' job (lnd organization peljormance. Moreover, general and
specific objectives fiJI' each collrse should be formulated clearly and properly indicating what
lruinees IFill be ahfe to accolllplish when the training program is over with displaying them in a
/llI/l/ner I\lhich evel), lrainee aware o/"lhell1. Also, involving swkeholders ha.\ยท to he undertaken on
idenrifjJing training cOl1lel1ls Ihal hold detailed statement oj' what a trainee need to learn.
Besides, lIsing variolls training lIIethods have to take consideration to enable trainees participate
actively and to lIIake thelll expose to various situation. Designing clear and objective selection
criteria II1l1st be forlllulated for both trainees and trainers. Above all, evaluation has to be
practiced all the way through the training programs using various assessment techniques and
undergo all levels of evaluation depending on the degree of importance. Along with developing
proper procedures and training instruction guidelines with recording essential training events as
objective and type of training, place, venue and duration of the training, complete listing of
trainers and participants, and expccted outcome/impact of the training program should also be
part of the program.
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Keywords
under Public Sector Capacity Building Program