公共部门雇员的能力不仅对良好治理十分重要，而且对提供有效和高效的服务也十分重要。然而，发展中国家的能力建设计划往往面临诸多挑战。本研究探讨了利比里亚邮政和电信部如何尝试通过多个培训项目来提高其员工的工作能力和领导能力。为了研究这一现象，本研究采用了定性设计，通过对从邮电部各部门选出的 12 名参与者进行关键信息人模拟结构访谈来收集数据。采用了有目的的抽样技术，以确保不同角色和职能的代表性，同时也确保在访谈中获得丰富的见解。研究结果表明，该部的能力建设举措效果参差不齐。其他员工从通用和不相关的培训中获得的影响有限，而其他员工则从针对具体工作和量身定制的培训以及实用的支持工具中获得了大量技能。调查结果还显示，在获得领导机会方面存在能力差距。那些参加培训的人认为，导师船、辅导和体验式领导在冲突管理和沟通等领域得到了切实的提高，而其他人则无法有效地应用所获得的理论知识。研究得出的结论是，针对具体情况的综合能力建设方法，通过参与式需求评估、专业课程、强大的支持结构和应用导师制，使培训与员工的实际情况相协调，对于培养一支有能力、有才干的员工队伍非常重要。为了弥合观察到的差距，研究建议进行范式转变，采用这种综合系统。

The capacity of public sector employees is important not just for good governance but also for the delivery of effective and efficient service. Nevertheless, capacity building programs in the context of developing countries are often confronted with numerous challenges. This research examined how the Ministry of Post and Telecommunication in Liberia has attempted to building the job capabilities and leadership competencies of its employees through several training programs.

To study this phenomenon, the study employed a qualitative design, collecting data through key informant sim-structured interviews with 12 participants selected from various departments of the Ministry. Purposive sampling technique was utilized to ensure representation across role and function but also to ensure rich insights are acquired during the interviews.

The findings of the study unearthed uneven effectiveness of the Ministry’s capacity building initiatives. While other employees experienced limited impacts from generic and irrelevant training, others revealed significant skill acquisition from job-specific and tailored training coupled with practical support tools.

The findings also revealed that capacity gaps exist in accessing leadership opportunities. Those who did participate credited mentor ship, coaching and experiential leadership for tangible enhancement in areas such as conflict management and communication as opposed to others who could not effectively apply theoretical knowledge acquired. The study concluded that context-specific, comprehensive capacity building methods harmonizing training with the realities of employees through participatory needs assessment, specialized curricula, robust support structures and applied mentor ship are important for developing a workforce that is competent and capable. In order to bridge the observed gaps, the study recommends a paradigm shift towards such holistic system.