Browsing by Author "Birhane, Addisalem"

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    An assessment of human resource planning, training and placement practices and problems of the ministry of defense in ethiopia
    (Addis Ababa Universty, 2011-05) Birhane, Addisalem; Yimam, Melaku(Ato)
    The purpose of this study was to examine the practices of HR Planning, Training and Placement in the Ministry of Defense. To do so, descriptive survey method was used. Primary sources, such as the military members and civilians who have different job pOSitions in the sector were considered as first hand source. And secondary sources as books, reports prepared by Defense HRM department, manpower statistics, military occupational standards, unit manning documents, manuals and Defense proclamation were consulted. And, out of the four higher educational colleges, nine military training centers and colleges and one head office, one higher educational college, namely Defense Resource Management College (DRMC), one military training college that is Joint Military Staff College (JMSC) and the head office of the defense were randomly selected. The data collected from various sources by means of questionnaires, interview, group discussion and document review were presented, analyzed and interpreted using frequency counts, percentages, mean, standard deviation, grand mean and one-way ANOVA. The followings were the major finding: majority of the intent component of the sector, such as ends (goals and objectives) and means (strategy, mission and value) were established at the sector level and aligned with the unique needs of the ministry of Defense to build Defense personnel core competency. The result of the study also portrayed that the efforts that have been made to create the enabling environment through developing the ends and means of the sector was not endorsed by clearly defined Human Resource Management system and effective practices. The work and workforce analysis were not developed, because the organizational design, job design, organizatiunal structure and job analysis approach were not logically and SCientifically established in line with the unique nature of the defense. The forecasting analysis approach and method were not holistic and integrated to generate required information on time and quality. Lack of identifying man power gap and develop realistic HR action plan to fill the gap, the training and development activities were not conducted based on need assessment. The employee placement practices were not conducted in a manner of matching the employee competency with job requirement. Therefore, the following recommendations are forwarded; MOD should deSign, develop and implement HRM system and work and workforce structure.
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    An Assessment of Human Resource Planning,Training and Placement Practices and Problems of the Ministry of Defense in Ethiopia
    (Addis Ababa Universty, 2011-05) Birhane, Addisalem; Yimam, Melaku(Ato)
    The purpose of this study was to examine the practices of HR Planning, Training and Placement in the Ministry of Defense. To do so, descriptive survey method was used. Primary sources, such as the military members and civilians who have different job pOSitions in the sector were considered as first hand source. And secondary sources as books, reports prepared by Defense HRM department, manpower statistics, military occupational standards, unit manning documents, manuals and Defense proclamation were consulted. And, out of the four higher educational colleges, nine military training centers and colleges and one head office, one higher educational college, namely Defense Resource Management College (DRMC), one military training college that is Joint Military Staff College (JMSC) and the head office of the defense were randomly selected. The data collected from various sources by means of questionnaires, interview, group discussion and document review were presented, analyzed and interpreted using frequency counts, percentages, mean, standard deviation, grand mean and one-way ANOVA. The followings were the major finding: majority of the intent component of the sector, such as ends (goals and objectives) and means (strategy, mission and value) were established at the sector level and aligned with the unique needs of the ministry of Defense to build Defense personnel core competency. The result of the study also portrayed that the efforts that have been made to create the enabling environment through developing the ends and means of the sector was not endorsed by clearly defined Human Resource Management system and effective practices. The work and workforce analysis were not developed, because the organizational design, job design, organizatiunal structure and job analysis approach were not logically and SCientifically established in line with the unique nature of the defense. The forecasting analysis approach and method were not holistic and integrated to generate required information on time and quality. Lack of identifying man power gap and develop realistic HR action plan to fill the gap, the training and development activities were not conducted based on need assessment. The employee placement practices were not conducted in a manner of matching the employee competency with job requirement. Therefore, the following recommendations are forwarded; MOD should deSign, develop and implement HRM system and work and workforce structure.
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    Major Challenges faced by female students and the role of the Yellow movement in empowering female students, the case of Addis Ababa University.
    (Addis Ababa University, 2020-02) Birhane, Addisalem; Hagos, Dr Ashenafi
    Literature reviews show significant challenges female students face in universities and the power and impact of social movements in solving challenges faced by specific groups within a given society. This study was intended to explore the challenges the female students face in Addis Ababa University and the role of the yellow movement in empowering female students with the Addis Ababa University. The specific objective of this study is to explore the type of challenges female students face, explore the types of services provided by the yellow movement, explore the type of empowerment the yellow movement brought on female students and examine if policy or structural level changes have been brought as a result of the yellow movement in the Addis Ababa University. The study applied a qualitative study method with an In-depth interview, key informant interview, and desk review methods of data collection. The primary participants of this study are female students that are both beneficiaries and the members of the yellow movement. While in-depth interview has been conducted with the female students that are beneficiaries and members of the movement; Key informant interview has been conducted with the movement’s Co-founder and the Addis Ababa university Gender office director. The study explored female students in the Addis Ababa University face significant challenges such as Sexual harassment and abuse, financial constraints, and lack of gender-sensitive psychical environment and policy. About the challenges, female students faced the yellow movement provided a safe space and the solidarity for female students to discuss issues of sexual reproductive, gender-based violence issues, and women empowerment opportunities. The movement through activism and advocacy events, mentorship programs, book clubs, and capacity building training in the university provided female students the opportunity to raise their confidence and empower them to voice their gender-related issues. The study also explored that the movement empowers female students economically through fundraising programs. The movement also influences the Addis Ababa University structure and policy by providing legal aid support for female students dealing with sexual harassment and abuse and being engaged in the revision of the university’s code of conduct to ensure anti-sexual harassment articles are included in the policy. Keywords:Female students, Challenges of female students, social movements empowering female students, Women Empowerment through education.