Strategic Training Needs Assessment in Tanzania's Public Sector: Insights from the Addie Model at NHIF

Abstract

Effective training in the public sector requires a structured and strategic approach to identifying and addressing employee competency gaps. This study explored the application of the ADDIE model, comprising Analysis, Design, Development, Implementation, and Evaluation in guiding Training Needs Assessment (TNA) practices at the National Health Insurance Fund (NHIF) in Tanzania. Employing a mixed-methods approach, the study collected quantitative data from 152 NHIF employees and qualitative insights from 12 key informants through semi-structured interviews. Quantitative findings revealed a significant positive correlation between the Analysis phase of ADDIE and employee performance, with regression analysis confirming it as the strongest predictor of effective training outcomes. However, qualitative data highlighted key challenges, including informal and inconsistent needs analysis, generic training content, and weak post-training evaluation mechanisms. The study concludes that while NHIF’s training initiatives reflect elements of the ADDIE model, gaps in systematic analysis, content customisation, and outcome evaluation hinder their strategic impact. The findings offer practical implications for strengthening TNA frameworks in Tanzania’s public institutions and contribute to the broader discourse on human resource development in the Global South.