Training needs assessment in the Botswana public service
| Author | Shadreck Balisi |
| Published date | 01 September 2014 |
| Date | 01 September 2014 |
| DOI | http://doi.org/10.1177/0144739413506910 |
| Subject Matter | Articles |
Article
Training needs
assessment in the
Botswana public
service: A case study
of five state sector
ministries
Shadreck Balisi
University of Botswana, Botswana
Abstract
Using qualitative methods, this study analysed the process of training needs assessment
in the Botswana public service, with special focus on five state sector ministries. It is
evident from the research findings that there is little and an unsystematic approach to
the needs assessment prior to training. The research further revealed that the
seniority principle is a major determination of training needs in the public service which
seemingly gives little regard to the manpower training needs. The study has also
revealed that public service training is not strategic. Thus, public service training is not
directed towards the realization of the public service strategic goals, mission, vision
and development plans. This inadvertently compromises the relevance of training and
fails to inculcate and nurture those skills that could help enhance performance and
productivity. In an attempt to solve the problems identified in public service training
needs assessment, the study recommends that a thorough needs assessment should be
conducted at organizational, task and individual levels. The seniority principle does not
justify training needs and need to be done away with. Finally, the combined use of
different needs assessment methods and data sources is crucial to ensure proper needs
identification.
Keywords
training, needs, assessment, public service, Botswana
Corresponding author:
Shadreck Balisi, University of Botswana, Private Bag UB00705, Gaborone, Botswana.
Email: shadreckbalisi@yahoo.com
Teaching Public Administration
2014, Vol. 32(2) 127–143
ªThe Author(s) 2014
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DOI: 10.1177/0144739413506910
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Introduction
This study sought to analyse the process of training needs assessment (TNA) in the
Botswana public service. TNA is the process of determining if a training need
exists and if it does, what training is required to fill the gap (Cole, 2004). For
example, a training need exists when there is a gap between what is required of a
person to perform their work competently and what they actual know. The primary
purpose of TNA is to identify performance gaps and considers if the problem can
be solved by training. That is, needs assessment helps determine when training is
the answer and when it is not the answer to performance problems. Five state sector
ministries have been selected for the study. These include Ministry of Local
Government, Ministry of Labour and Home Affairs, Ministry of Health, Ministry of
Education and the Ministry of Finance and Development Planning (MFDP). Data
was also collected from the Directorate of Public Service Management (DPSM) and
the Public Sector Training Advisory Committee (PSTAC) because of their strategic
importance in this study. It is worth noting that Botswana is a unitary state, hence
some policies are standard across all public service organizations, and the manner
in which public organizations execute those policies is similar, although there are
exceptions. For instance Botswana public sector organizations use the DPSM
training and development policy as their framework for training and developing
their employees. The standardization of policies has provided a reason for choosing
only five ministries. The process of TNA in selected ministries will provide a
general picture of the manner in which other ministries in the public service con-
duct needs assessment.
Background
The public service in Botswana is the principal actor in macro socio-economic policy
making infrastructure and an architect of an enabling environment for national develop-
ment. The public service in Botswana consists of civil servants, all disciplined forces,
local authority staff, judiciary, ombudsman, teaching service management and parlia-
mentary staff. The Botswana public service vision reads ‘We, the Botswana Public Ser-
vice, will provide a world class service that is efficient, effective, caring and responsive
to local and global challenges’, and the mission statement reads:
The Botswana Public Service exists to provide efficient and cost effective service for its
customers and stakeholders through the formulation and management of government poli-
cies. The Public Service will implement sustainable performance improvement pro-
grammes; provide essential services that are not otherwise accessible to the public; and
create a sustainable and conducive environment for quality service delivery. The delivery
of services will be provided in a caring, transparent, politically neutral, reliable, responsive,
proactive and accountable manner and in partnership with all stakeholders. This Public Ser-
vice will have a supportive culture that is customer and stakeholder focused; that rewards
performance and empowers all. It will be supported and driven by up-to-date Technology.
(Directorate of Public Service Management (DPSM), 1999)
128 Teaching Public Administration 32(2)
128
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