Paper/Speech Details of Conference Program for the 15th NISPAcee Annual Conference Program Overview VII. Working Group on Capacity Building of Civil Servants... Author(s) Fatmir Demneri Albanian School of Public Administration Tirana Albania Fatmir Demneri, Emira Mitrushi Title The new Training Needs Analysis (TNA) System in Albania File Paper files are available only for conference participants, please login first. Presenter Abstract To have the training of civil servants focused to the needs of the Government as whole, of each civil service institution, and of each civil servant of those institutions, training needs analysis (TNA) is supposed to be systematically conducted at all three above mentioned levels.The existing practice of training needs analysis in Albania does not properly cover the needs either of the Government or of each civil service institution. Individual training needs of each civil servant are also not identified accurately or systematically.For the majority of the EU countries the training needs that support the development of a training map are examined in terms of strategic priorities and goals, which refers to a top-down approach, and in terms of individual needs and expectations, which is a bottom-up approach. The two approaches seem to be combined in almost all countries, yet different significance load is given towards the one or the other approach. For Albania it also could be a benefit to combine top-down and bottom-up approaches, but with a shift to more centralized execution, as Albania at the moment is attempting to implement structural reforming of its Public Administration and in this case there is the need to have central control during the change phase. Training needs from the Government’s perspective and from the civil service institution’s perspective will reflect the top-down approach. What concerns the bottom-up approach, i.e. individual training needs, in many civil services of other countries (especially in the EU) training needs at this level are identified via open dialog between a line manger and a subordinate. Why this is so: 1) Western Europe countries involve line managers in finding out training needs of their subordinates as those managers know specific situation of their unit and their subordinates better than anybody else in an organization or outside it. 2) Another reason why the dialog between both parties is open and collaborative is due to the fact they both are dependent on each other: a manager can not achieve objectives of a unit without fair inputs of his/her subordinates; a subordinate can not effectively execute his/her tasks without strategic guidance, tangible and intangible support of a line manager. Usually the identification of individual training needs is undertaken not at one and particular time of a year, but rather each time when a discussion about tasks is going on. This paper presents new TNA methodology for Albania. It examines different methods for finding training needs at the level of individual civil servant. This paper summed up a proposal of the methods that are believed to be most suitable for the Albanian Civil Service System. The paper consists of concrete recommendations on arrangement that are needed to launch the new TNA methodology in Albania. At the end the paper present an intermediate decision how to focus training measures to the needs of various target groups of the Albanian Civil Service before the new TNA methodology will be launched.
