The current state of staff development and training at a higher educational institution in Namibia

Sylvia N. NARIS, Wilfred I. UKPERE


The paper intends to evaluate the current state of staff development and training at tertiary educational institutions, with special emphasis on Namibia. The research adopted a meta-analytical study, which relied on secondary data. A qualitative research approach was utilised and the emic perspective (author’s view point) was employed. An empirical analysis was utilised in the paper. The authors are of the view that all staff development and training activities should be linked to the strategic goals of organisations. This paper is original since it examines staff development and training activities and various factors affecting it in higher educational institutions, which creates an opportunity for further investigation into strategic issues confronting staff development and training activities in higher education in general.



development, human resource, institutions, staff, strategic

Full Text:



Aragon-Sanchez, A., Barba-Aragon, I. &Sanz-Valle, R. 2003. Effect of training on business results. International Journal of Human Resource Management, 14(6):956-980.

Barnes, J. 1994. Higher education staff development: direction for the 21st century. Paris: UNESCO.

Blackmore, P. & Blackwell, R. 2003. Towards strategic staff development in higher education. Maidenhead: Open University Press.

Dierdorff, E.C. & Surface, E.A. 2008. Assessing training needs: do work experience and capability matter? Human Performance, 21(1):28-48.

D’Netto, B., Bakas, F. & Bordia, P. 2008. Predictors of management development effectiveness: an Australian perspective. International Journal of Training and Development, 12(1):2-23.

Fielden, J. 1998. Higher education staff development: a continuing mission. Paper delivered at the World Conference on Higher Education, Paris, 5-9 October 1998.

Goldstein, I.L. & Ford, K.J. 2002. Training in organizations: needs assessment, development, and evaluation. 4th ed. Belmont, CA: Wadsworth.

Gupta, K., Sleezer, M. & Russ-Eft D.F. 2007. A practical guide to needs assessment. San Francisco, CA: Pfeiffer/Willey: ASTD.

Heita, D. 2008. Namibia skills shortage bites big companies. New Era, 25 July, [18 March 2009].

Kalamas, D.J. & Kalamas, J.B. 2004. Developing employee capital: setting the stage for life-long learning. Amherst, MA: HRD Press.

Lien, B.Y.H., Hung, R.U.U. & McLean, E.N. 2007. Training evaluation based on cases of Taiwanese benchmarked high-tech companies. Human Resource Development Quarterly, 18(2):211-228, Summer.

McNaught, C.E. & Kennedy, P. 2000. Staff development at RMIT: bottom-up work serviced by top-down investment and policy. Association for learning Technology Journal, 13(14):95-109.

Meyer, M., Mabaso J., Lancaster, K. 2003. EDT practices in South Africa. Durban: LexisNexis Butterworths.

Millmore, M., Lewis, P., Saunders, M., Thornhill, A. & Morrow, T. 2007. Strategic human resource management: contemporary issues. Harlow: Financial Times Prentice Hall.

Noe, R.A., Hollenbeck, J.R., Gerhard, B. & Wright, P.M. 2006. Human resource management: gaining a competitive advantage. 5th ed. Boston, MA: McGraw-Hill Irwin.

Nyiira, Z.M. 2005. New directions for Namibia’s science and technology sector towards a science and technology plan. 1-32, namibia.pdf [26 March 2009].

Opperman, C. & Meyer, M. 2008. Integrating training needs analysis, assessment and evaluation: aligning learning with business results. Randburg: Knowledge Resources.

Partington, P. & Stainton, C. 2003. Managing staff development. Buckingham: Open University Press.

Phillips, J. 2003. Return on investment in training and performance improvement programs. 2nd ed. Boston, MA: Butterworth-Heinemann.

Polytechnic of Namibia. 2007b. Affirmative action report 2006/2007.

Polytechnic of Namibia. 2007c. Affirmative action report 2007/2008.

Polytechnic of Namibia. n.d. Polytechnic strategic plan (PSP) 2-2004-2008.

Polytechnic of Namibia. n.d. Polytechnic strategic plan (PSP) 3-2009-2013.

Republic of Namibia. 2007d. Education and Training Sector Improvement Programme (ETSIP) Phase 1. 2007. Programme document (2006-2011).

Republic of Namibia. 2003c. Higher Education Act, No.26 of 2003. Windhoek: Government. 262003.pdf [18 January 2009].

Republic of Namibia. 2007d. Education and Training Sector Improvement Programme (ETSIP) Phase 1. 2007. Programme document (2006-2011).

Republic of Namibia. 2003b. Government Budget Report, 2007/2008. http://www. [28 February 2009].

Rowold, J. 2008. Multiple effects of human resource development interventions. Journal of European Industrial training, 32(1):32-44.

Swanson, R.A. & Holton, E.F. 2001. Foundations of human resource development. San Francisco, CA: Berrett Koehler.

Schollaert, B., Schollaert, R.E., Bright, B. 2000. (eds) Effective staff development: an evaluation manual. Leuven: Grant. ZJoC&pg=PP1&dq=An+effective+staff+development.+An+evaluation+mannual+Schollaert [22 April 2009].

Sels, L. 2002. “More is not necessarily better”: the relationship between the quantity and quality of training efforts. International Journal of Human Resource Management, 13(8):1279-1298.

Scaduto, A., Lindsay, D. & Chiaburu, D.S. 2008. Leader influence on training effectiveness: motivation and outcome expectation processes. International Journal of Training and Development, 12(3):158-170, September.

Thackwray, B.1997. Effective evaluation of training and development in higher education, London: Kogan Page. PP3&dq=.Effective+evaluation+of+training+and+development+in+higher+education [24 May 2009].

Velada, R., Caetano, A., Michel, J.W., Lyons, B.D. & Kavanagh, M.J. 2007. The effects of training design, individual characteristics and work environment on transfer of training. International Journal of Training and Development, 11(4):282-294, December.

Webb, S.P. 1996. Creating an information service. 3rd ed. London: Aslib.

Wickramasinghe, V.M. 2006. Training objectives, transfer, validation and evaluation: a Sri Lankan study. International Journal of Training and Development, 10(3):227-247, September.

Copyright (c) 2012 author

Creative Commons License
This work is licensed under a Creative Commons Attribution-NonCommercial-ShareAlike 4.0 International License.

In order to comply with GDPR, this site does not allow free registration. Please contact us at:

GDPR Policy:

Please read the statement below:
Processing of personal data and free movement of these data

Registering with this site the author agree with the collection, processing and use of his personal data, exclusively within the ASHUES journal.




To crown and encourage research efforts of the authors, at the end of a year of publishing our journal board will award online the best papers by distinctions:

1. Best Original Paper Award -  for the paper that has brought something completely new in the reader's attention (a new concept, a new trend, a new proposal in research, etc.)

2. Excellence Award - for the most cited paper and visualized in the online environment during the year

3. First, Second and Third Award- for the best documented and substantiated papers during the year

4. Special Award - to award PhD students and postdocs for the most well documented and substantiated paper