IER Theses and Dissertations

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Browsing IER Theses and Dissertations by Author "Abda, Kedir"

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    Human Resource Training and Development in Woreda Capacity Building Offices of East Showa Zone
    (Addis Ababa University, 2008-06) Abda, Kedir; Alemu, Yekunoamlak (PhD)
    ~The RlJrpQse of ~his study...}Vas to assess tbe prgctices th(lt have Qee!l. carried 911t by .. Woreda capacity building offices of East Showa Zone in training and developing their human resources during the past five years, and also to examine problems that had been hindering such efforts. To achieve these purposes, the descriptive research method was employed and both questionnaire and document analysis were used as instruments of data collection. Data were collected from nine Woreda Capacity Building Offices that were randomly selected from 14 woreda capacity building offices. A total of 17 office heads and 45 experts were included as respondents of the study. The data were analyzed by using descriptive statistics with percentage and chi-square test. The findings of the study revealed that the practice of systematic training and development need assessment was low. The majority of training and development programs prepared at woreda level have no objectives set before their implementation. On the other hand in the sample woreda offices the selection criteria is found to be highly based on goodwill or good personal relationship to either the immediate supervisor or top management. The study also revealed that lVoreda capacity building offices do not have systematic evaluation techniques by which outcomes of training and development programs were evaluated. Besides, lack of adequate budget, absence of training institutions, training specialists and lack of attention to systematic training and-development were the major problem!i that ·· challenge training and development programs in the woredas. In the light of these findings, some recommendations were suggested. Firstly, in order to achieve goals of human resource training and development programs systematic need assessment has to be carried out. Secondly, training and development objectives have to be set during design and preparation and there should be a mechanism of assuring the achievements of these objectives. Moreover, training and development opportunities have to be given to employees based on clear and transparent selection criteria and it has to be in line with identified training needs. Lastly, to overcome probleills that hinder training and development activities concerned government bodies have to allocate adequate budget and woreda capacity bUilding offices should have training specialists or use experienced senior personnel in preparing and implementing for human resource training and development programs .