Abstract
Consistent evaluation of speakers is an integral part of any training program. Bangladesh Civil Service Administration Academy imparts training primarily for newly recruited administrative civil servants. Depending on both primary and secondary data, this study examines various issues related to the lack of credibility of the speaker-evaluation by the participants to provide deep insights and potential solutions. Secondary data was collected from 300 evaluation forms and the academic backgrounds of 20 regular speakers. A questionnaire-led survey was conducted among 36 participants of a training program to obtain primary data. Although the regular speakers are usually highly educated and professionally experienced, the one-sided subjective feedback remains critical to this evaluation process. The statistical analysis of both primary and secondary data shows that the participants do not invest enough time and thought for completing the evaluation. A reluctance to put descriptive observations makes the outcome of the evaluation lose some of its credibility. Participants have also pointed out a few critical limitations of the form. Findings suggest that adding qualitative measures to the form can be useful to provoke qualitative views from the participants and to obtain constructive suggestions for the speakers. Further insights from the speakers can be valuable to complement the outcome of this study. This study concludes that the Academy must combine planned and incidental evaluations to revitalize the effectiveness of the process.
Highlights
Background and ContextTraining is often defined as planned and systematic activities constructed to stimulate the acquisition of expertise, skills, and attitudes among its participants (Wisshak & Hochholdinger, 2018)
The abbreviated forms that are used in the table are—Educational Qualification (EQ); Length of Study (LoS); Relevance of the Study (ROS: I—irrelevant; R—relevant); Length of Professional Service (LoPS); Morning Sessions (MS); and Evening Sessions (ES)
Most of the speakers have completed their Bachelor, Master or Doctoral studies which are found relevant to the session they conduct in the Academy
Summary
Background and ContextTraining is often defined as planned and systematic activities constructed to stimulate the acquisition of expertise, skills, and attitudes among its participants (Wisshak & Hochholdinger, 2018). Being situated in the capital city of Dhaka, the Academy offers 40 - 50 training courses every year for the civil servants working in the field administration and central secretariat These residential training courses are rigorous and comprehensive—comprising of academic sessions, extra-academic learning sessions, skill development sessions, physical exercises, exchange programmes and extracurricular activities. Bangladesh needs competent and confident civil servants to face emerging national and international challenges (Hoque, 2018a; Adnan, Ying et al, 2021; Hoque & Tama, 2020; Tama et al, 2018) They need to be prepared to tackle a wide range of sustainable development issues including climate change, institutional development, migration, and so forth (Hoque, 2018b; Sarker et al, 2020; Hoque, 2021; Tama et al, 2021). Sports and reporting are taught (Hoque, 2014)
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