An Investigation of Training Needs Assessment Processes in a Libyan Organisational Context: Case Study of the Libyan General Electricity Company

Abstract

This study focuses on training needs assessment (TNA) in a Libyan context. It is the first of its kind involving a large Libyan public utility company in relation to investigating training processes and TNA. The study adopts interpretivist and subjectivist paradigms; both are linked to qualitative research. A qualitative and inductive approach was used to generate in-depth data and information from people responsible for training and from those who have received training. A qualitative methodology, using semi-structured interviews and focus group interviews was adopted. \nOne key contribution of the study was the development of a theoretical TNA framework in a Libyan context, which was based on western models (Olivas’s, 2007 model and Vaughn’s, 2005, model) and also on the findings of the present study. This theoretical framework consists of six stages of implementation, to suit the Arab and Libyan cultural context in which needs assessment is undertaken through several steps due to the bureaucratic nature of management and the many hierarchical layers of the organisation. \nAnother contribution was that of the impact of social, personal economic and organisational factors on TNA process and nomination of employees for training. Social factors, e.g., favouritism and ‘Wasta’, are commonplace in the Libyan culture and plays some role in the nomination process, and social relationships (kinship and friendship) seem to affect the managerial performance when identifying employees’ training needs. The study indicates the importance of the individuals’ economic factors, in terms of trainees’ financial gains, especially training overseas. Organisational factors were also found to have an impact on the process of individuals’ needs assessment, in terms of the absence of appropriate regulations or protocols relating to the process of identifying training needs, or overlooking any regulations or protocols, if any, for some reasons, including favouritism. This led to including these factors and issues in the proposed theoretical framework. \nThe study also contributed to our understanding of IHRD and national HRD policies in non-western countries. The study found that two of the factors identified with IHRD; administration and political and economic factors, seem to have an impact of the LGEC’s HRD. It also contributed to the conceptual knowledge in TNA in the field of IHRD, as employees’ requirements for training and development is compared with research from Arab countries. In the Libyan context, several social factors seemed to have intervened in the process of nominating candidates, such as ‘Wasta’, favouritism, kinship and friendship, in addition to management and Ministry officials intervention in this process, which were not found in western literature, and drawing from the empirical data a view was formed of what models and processes form the basis of a public utility sector’s practices in a Libyan context based on centrally planned economy and relatively young, growing educational base but tribally based culture. The study also contributed to our knowledge by having a more appropriate definition of TNA and in terms of a clearer debate about TN analysis and TN assessment, and that TN assessment is not synonymous with TN assessment; rather, TN analysis is perceived as a step of TN assessment.

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