Effectiveness of Online Training in the Bhutanese Civil Service

Abstract

Online training gained significant traction within Bhutanese civil service organizations, particularly in response to the challenges posed by the Covid-19 pandemic. Notably, the Ministry of Finance (MoF) issued a directive in 2022, compelling all government agencies to prioritize online training as part of cost saving measures (Pem, 2022). Consequently, the Royal Civil Service Commission (RCSC), in collaboration with various ministries and agencies, embarked on investing in online training initiatives. Nevertheless, there remains a degree of skepticism regarding its effectiveness, given that online training is a relatively novel approach compared to traditional formal training methods.

Hence, this study was undertaken to evaluate the efficacy of online training within the Bhutanese civil service. As of September 22, 2022, a total of 993 Bhutanese civil servants had participated in online training programs. Employing Yamane's formula, 285 civil servants from 18 Dzongkhags (districts) who had engaged in one or more online training courses within the six months preceding data collection were included in this study. The evaluation was structured around Kirkpatrick's four-level training assessment framework, encompassing participants' initial reactions to the training, the extent of learning attained during the training period, the application of acquired knowledge and skills to their job roles, and the results achieved as a consequence of the training.

The results of the assessment revealed that online training in civil service organizations was effective across all levels, including its impact on achieving desired outcomes. Nevertheless, some participants (42.8 percent) expressed concerns about the unreliability of internet connectivity, with 54.3 percent indicating that they had to personally finance their internet connections. Additionally, participants raised issues during the application of their newly acquired skills and knowledge to their job responsibilities. These issues encompassed poor receptivity of skills within their organizations, insufficient equipment and facilities, technology learned through online training that was not directly applicable to their roles, budget constraints hindering the implementation of acquired knowledge and skills, lack of support from supervisors or superiors, and inappropriate job placements following training. In light of these findings, it is imperative to consider these factors in order to enhance the effectiveness of online training in the future.