Using qualitative methods, this study analysed the process of training needs assessment in the Botswana public service, with special focus on five state sector ministries. It is evident from the research findings that there is little and an unsystematic approach to the needs assessment prior to training. The research further revealed that the seniority principle is a major determination of training needs in the public service which seemingly gives little regard to the manpower training needs. The study has also revealed that public service training is not strategic. Thus, public service training is not directed towards the realization of the public service strategic goals, mission, vision and development plans. This inadvertently compromises the relevance of training and fails to inculcate and nurture those skills that could help enhance performance and productivity. In an attempt to solve the problems identified in public service training needs assessment, the study recommends that a thorough needs assessment should be conducted at organizational, task and individual levels. The seniority principle does not justify training needs and need to be done away with. Finally, the combined use of different needs assessment methods and data sources is crucial to ensure proper needs identification.