The role of training needs analysis in training effectiveness in public sector organizations

Training and development are fundamental components of human resource development, particularly within public-sector organizations, where service delivery and performance outcomes are closely linked to employee competence. A critical step in ensuring that training initiatives yield the desired outcomes is to conduct a systematic training needs analysis (TNA). TNA enables organizations to identify skill gaps, performance deficiencies, and developmental priorities at the individual, departmental, and organizational levels. Without this vital step, training programs may fail to align with actual job requirements, resulting in ineffective training programs. Thus, this study explores the impact of training needs analysis on training effectiveness among public-sector employees in Somalia, with a specific focus on civil servants trained at the School of Management and Public Administration (SMPA) of the Somali National University (SNU). A cross-sectional survey design was employed, and data were collected using a structured questionnaire administered to a randomly selected sample of civil servants in the federal government. The data were analyzed using a simple linear regression model to determine the relationship between training needs analysis and training effectiveness. The empirical results demonstrate a statistically significant and positive correlation between conducting a proper training needs analysis and the perceived effectiveness of training programs. The findings highlight the necessity for government agencies and training institutions to institutionalize systematic TNA procedures to improve workforce capability and enhance organizational performance. This study provides practical implications for policymakers, training institutions, and public sector directors aiming to optimize training outcomes through data-driven and targeted training approaches.