The Practice and Problems of Training Programs under Public Sector Capacity Building Program in Hareri Regional State

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Addis Ababa University


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.\· 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.



under Public Sector Capacity Building Program