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Open Performance Review and Appraisal System (OPRAS) was introduced by POPSM
in 2004 as the system for managing performance in public service. This system
replaced the Closed Annual Confidential Report System (CACRS) which was limited
and largely generated one side information on employee performance, hence poor help
in identification of employees training needs.
The idea of needs analysis in the world today enjoys more support than ever before.
This support comes from various sides and is of a varying nature and quality, there are
social and economic forces that, in principle, accept the idea. Despite the fact that
training or staff development in Tanzania emphasizes on the need of organization to
carry out effective training needs analysis before implementation of training, very little
have been achieved as there is no common way for Training Need Analysis.
This situation therefore calls for a study to examine the Effectiveness of Open
Performance Review and Appraisal system as the base for identifying training needs in
public sector. A case study design was used and a sample of 114 respondents from POPSM.
The data collection tools were used such as interview, questionnaires, and
documentary reviews. To analyze the collected data into meaningful and useful
information, both qualitative and quantitative were used.
The objective of the study was to investigate utilization of OPRAS data in Training
Need Analysis, To investigate the involvement of employees in OPRAS process and to
find out the roles of performance measurement in TNA. The sampling techniques used
were stratified, simple random and purpose sampling. The general findings reveled were
OPRAS generate useful data for TNA but there are number of problems which could
hinder effective identification of training needs. These includes inadequate use of
OPRAS and uneffective involvement of employees in OPRAS practices. So it was
recommended that the management in public sector should make use of OPRAS data
and information in identifying training needs.
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