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Please use this identifier to cite or link to this item: http://hdl.handle.net/123456789/3051

Advisors: Prof. C.D. Dash
Copyright: May-2010
Date Added: 13-May-2012
Abstract: Nowadays, Organizations operate in a complex and changing environment that greatly enhances and influences their growth and expansion. To cope up with this changing environment and technological advancement, organizations need to develop and train their employees. In addition, the survival of any organization depends on the quality of human resources of the company. An organization can use training to overcome deficiencies in employees. Often effective training can produce productivity gains that offset the cost of training. Training is especially important in industries with rapidly changing technologies. Training is a learning process whereby people acquire the necessary skills and knowledge to enhance the achievement of organizational goals. Since learning process is tied to a variety of organizational purposes, training provides employees with specific, identifiable knowledge and skills for use on their present job. It is no longer a question of whether an organization wants to develop its human resources or whether it should develop its human resources, it is a matter of survival. Skills and knowledge can easily become obsolete in same way as machines or technology. So if an organization is to survive these must be constantly kept up to date. In support of this idea, Pigors and Myers (1981:281) mentioned that no organization can choose whether or not to train employees. Employees regardless of their education and experience need to be trained as far as they are in work. They further stated that continuous training could help employees develop their ability to learn, adapting themselves to new work methods, learning to use new kinds of equipments and adjusting to major changes in job content and work related activities. Furthermore, training becomes fruitful if it is conducted based on the training principles and with a complete understanding of training needs of the organization to bring designed results. This is because training need analysis enables organizations to conduct cost effective training programs that solves performance problems such as absenteeism, turn over, recurrent wastage of resources, inabilities to meet deadlines, increased costs, etc.
URI: http://hdl.handle.net/123456789/3051
Appears in:Thesis - Public Adminstration

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