Human Resource Management

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Unemployment and the Role of Employment Services: an Economic Valuation of Employment Service
(A.A.U, 2000-05) Yilma, Tewodros; Mekonnen, Alemu (Dr)
The issue of unemployment and the operation of the labour market is a very central issue to the modern economy, both in the developed and the developing world. The operation of this market is a fascinating and complicated process. Workers differ in their abilities, attitudes, and tastes. Productivity depends not only on abilities but also on how well a worker is matched to a job. The question of unemployment is tied to the social, political and economic atmosphere in every country. It is an issue to the individual, to the firms and to the government as well. As a result studies on the causes, effect and remedies to unemployment problems have captured the attention of all these agents. The mam cause of unemployment according to most studies is the high rate of population growth coupled with low level of economic growth which is manifested by the slow pace of job creation by the economy. The educational system as a major supplier of the labour force is also an important area related with the problems of unemployment. The existing educational system not only supplies the economy a labour force that far exceeds in number the available jobs but also a labour force which invariably does not fit the existing jobs and vacancies. The problem of unemployment is also related to the functioning of the labor market, which in large part is the concern of this paper. The existence of an adequately functioning labor market which sends the relevant signals to help adjust the mismatch between existing skills and the skills needed by the economic and. highlight£ the gap . between unfilled and filled vacancies is of paramount importance to the Issue of unemployment. Available evidence indicates that many vacancies remain unfilled despite the existence of a large unemployed labor force. Information found from MoLSA showed that over 23% of vacancies remained unfilled. The existence. of the considerable unfilled vacancies in the midst of a large unemployed labor force depicts the failure of the labor market. In this regard employment services can play a crucial role by addressing the information and skill gaps as they are centers for collection, compilations and dissemination of labor market information. In evaluating the employment agencies unfortunately most of them are not adequately staffed and the necessary equipment are often scarce. As a result of this coupled with a poor policy environment, legal framework and economic incentives most employment agencies are not in a position to provide a commendable service and hardly provide the expected level and quality of services The present study which examines the willingness of job seekers to pay for such services, will contribute in drawing attention of the policy makers and the public at large and facilitate the realization of the potential roles of employment service to play their part in addressing unemployment problems. It also contribute for the elucidation of economic grounds on the ongomg dialogue related to how and by whom employment service should be provided. In the present study an attempt has been made to economically value the role of employment services. The study has confirmed that the job seekers attach considerable value to employment services and are willing to pay for a placement service rendered by employment agencies. The study has shown that in Addis Ababa Administrative region alone the placement services of employment agencies has an economic value worth over 18 million Birr per annum. This estimate considers only the value attached by unemployed job seekers to placement services alone and represents a very small portion of the service, that employment agencies are expected to be perform.
The Effect of Reward Management on Employee Motivation: The case of Ethiopia Commodity Exchange
(Addis Ababa University, 2013) Kebede, Yared; Bekalu, Wubeshet (PhD)
Reward system is one of the most essential parts in a company’s development and success. In order to maximize the overall performance of the company, it is vital for an employer to understand how employees perceived the fairness of the reward system, and motivated by the rewards given by the company. This study sought to find out that the effect of reward management on employees’ motivation in Ethiopia Commodity Exchange. Data were collected through questionnaire prepared based on various scholars work. The validity of the instrument was checked and internal consistency of the instrument was measured using Cronbach Alpha and the result was 79%. Considering the manageability of number of employees in the Exchange, the researcher used census method to incorporate all of the employees by excluding those who are not served the exchange above one year. A total of 107 questionnaires were distributed to the respondents. Of the total distributed questionnaires, 91 usable questionnaires were returned which is about 87.5% response rate. With respect to the dimensions of employee motivation assed by the questionnaire, the result indicates that the mean values for the payment, benefit, promotion, working condition, recognition and leadership rated by respondents with their motivation level ranged from a low of 2.72 to a high of 3.84. The values of correlation coefficient in case of significant relationship vary from lowest (0.333**) to highest (0.620**). There is statistically direct significant and positive relationship between non-financial reward and employee motivation (r = .749, p <0.01). The results also indicates that there is a statistically positive significant and direct existing relationship between financial reward and employees motivation (r= .445, p < 0.01) but this relationship is less as compared to the non-financial rewards. The results of regression analysis shows that; 11% variance in employee motivation is explained by Payment, 18% change in employee motivation is due to Benefits, 36% change in employee motivation is due to Promotion, 38% change in employee motivation is due to Recognition, 37% change in employee motivation is due to Work Condition and 26% change in employee motivation is due to Leadership. On top of that, a significant portion of employees considered the reward system in ECX as less motivating, unfair, and seemed to be less engaged, and committed to the organization.
Employees’ Performance Management System: Practices and Challenges in Selected Ethiopian Private Commercial Banks
(Addis Ababa University, 2014-06) Afework, Fasil; Assefa, Teklegiorgis (Assistant Professor)
Performance management systems are always of imperative concern of any organization/institution while managing its human resources by creating a linkage between the overall strategic aims of business with individual and/ team goals. Here comes the reason why Ethiopian private commercial banks are trying to experience it currently. The purpose of this study is to examine the practices and challenges of performance management system in selected Ethiopian private commercial banks. A combination of qualitative and quantitative research approach has been adopted whereby a structured questionnaire was administered by the researcher to a selected population size of 132 of which 112 completed questionnaires, generating a response rate of 84.84% and in-depth interviews with HR directors and managers of the case banks are used to support the quantitative data. Findings have shown that the practices of the performance management system do not include intensively all the process of PMS, the output of PMS is mostly used for administrative purpose and lack of senior and line management commitment towards the system is the most potential hindering factor in the implementation of the system in the case banks. The Researcher has also explored various suggestive solutions regarding said factors. Though the research findings are valuable, limitations of the study were usage of only four banks and application of perceptual measures which could increase risk of respondent bias. Future studies, in order to avoid these limitations could extend their scope to include range of banks and conduct longitudinal research using objective data.
Employees’ Performance Management System: Practices And Challenges In Selected Ethiopian Private Commercial Banks
(Addis Ababa University, 2014-06) Afework, Fasil; Assefa, Teklegiorgis (Assistant Professor)
Performance management systems are always of imperative concern of any organization/institution while managing its human resources by creating a linkage between the overall strategic aims of business with individual and/ team goals. Here comes the reason why Ethiopian private commercial banks are trying to experience it currently. The purpose of this study is to examine the practices and challenges of performance management system in selected Ethiopian private commercial banks. A combination of qualitative and quantitative research approach has been adopted whereby a structured questionnaire was administered by the researcher to a selected population size of 132 of which 112 completed questionnaires, generating a response rate of 84.84% and in-depth interviews with HR directors and managers of the case banks are used to support the quantitative data. Findings have shown that the practices of the performance management system do not include intensively all the process of PMS, the output of PMS is mostly used for administrative purpose and lack of senior and line management commitment towards the system is the most potential hindering factor in the implementation of the system in the case banks. The Researcher has also explored various suggestive solutions regarding said factors. Though the research findings are valuable, limitations of the study were usage of only four banks and application of perceptual measures which could increase risk of respondent bias. Future studies, in order to avoid these limitations could extend their scope to include range of banks and conduct longitudinal research using objective data
Work Engagement and its Predicators (The Case of Saint Paulo’s Specialized Hospital Millennium Medical College)
(Addis Ababa University, 2015-05) Lehona, Negash; Assefa, Teklegiorgis (Assistant Professor)
The purpose of this paper is to investigate the current engagement level of employees at work and to verify job resources that need upgrading at the Saint Paulo’s Specialized Hospital Millennium Medical College. The data obtained for the study was collected through questionnaire that was distributed to 310 workforces of the hospital. All respondents were asked to rank 9 factors of Utrecht Work Engagement Scale(UWES)(Schaufeli and Bakker,2010) to determine the current level of employee engagement at work and 12 factors according to Gallup Q12 (Gallup, 2010) to verify the job resources or antecedents that need enhancement. The format and content of the questionnaire was pre-tested and validated using some employees of the hospital, particularly those who belong to Radiology department. For pilot study the response rate was 80%; which means from 20 samples only 16 answered the questionnaire. These were excluded from the major research. The response rate for the main research was 90%; that means from 310 samples only 280 responded the questionnaire. Descriptive statistical tools from SPSS version 21, such as percentage analysis and mean analysis were used in analyzing the data collected. The findings indicate average employees’ work engagement level is “non engaging” and it points out the need for employees to be provided with job resources needed to perform their work roles. Therefore, relying of the study, it was recommended that top management should address issues related to engagement at work in order to improve the situation and enable the institution serve in its maximum potential
Assessing Employee Performance Management Practice of Commercial Bank of Ethiopia
(Addis Ababa University, 2015-05) Girma, Yidnekachew; Araya, Kahsu (Assistant Professor)
The study assesses the employee performance management practice of the commercial bank of Ethiopia. To achieve this objective, a review of relevant literature was done and primary data was gathered using a Likert scale questionnaire format administered to two hundred respondents. Data analysis was carried out using descriptive analysis. Findings revealed that participation in performance planning among other things impacts the achievement of organizational gals. The study concluded to get positive outcome from the system it must be well designed and communicated to the lower level performers and proper follow up should be practiced in addition to participating employees in performance planning.The study recommended among others that employees should be carried along in setting the organization goals and objectives, and the organizations performance management system should be clear, objective and easy to understand
The Effect of Performance Management on Employee Motivation the Case of Diageo-meta Abo Brewery S.C
(Addis Ababa University, 2015-05) Chanyallew, Hana; Assefa, Teklegiorgis (Assistant Professor)
Employees play a pivotal role in determining the fate and success of a company. Theyare the main and unique resource organizations deploy in realizations of their objectives and goals. In today’s highly competitive and rapidly changing working environment, organizations need to acquire and retain the right number of competent employees to gain competitive advantage. In order to acquire and retain qualified personnel, organizations must unfold an HR system and HR management practices that are capable enough to win the heart and mind of employees over competitors. The objective of the study is to investigate the actual Performance management practice of the organization and see its effect on employee’s motivation. The beer industry is one of the most competitive sectors due largely to the regular innovations that are launched by the workers working for these firms. Although technology also plays a huge role on the success of these firms, human capital still remains the driving force in the highly competitive beer processing industry, having an effective performance management process that goes a long way to motivate employees of the organization. In this study, the researcher used both primary and secondary data sources. Primary data were collected through questionnaires and interview and secondary data for the study was added by referring relevant reports and documents with in and out-side of the organization. The researcher has used a descriptive research design to describe the practices and challenges of performance management system accurately and economically as well show its impact on motivation. Out of the sample frame of 750 employees, 325 employees are the target population which will be taken as a sample. To get representative opinion from the population the researcher applied simple random sampling technique. The sample size was determined using Raosoft and Macorr computer software’s (www.raosoft.com and www. Macorr.com) with confidence level of 95% both software’s resulted similar sample size of 177. The researcher also used regression and correlation tools to analyse the relationship of the variables. The correlation analysis result clarified that all relationship between the dependent and independent variables are positively and significantly correlated Additionally, it was found that performance management has higher impact on employee motivation. It is the objective of the researcher to determine what effect the current performance management system of the company has on employee motivation. Accordingly, a research done by Samira Al Jasmi on “The impact of approaches to motivation on employees’ performance and behavior” showed that employees with high performance rate are usually willing to give an extra effort to the organization when it is required as well as more motivated employees are tending to be more loyal to their organization and hence producing attractive outputs. The finding shows that an obvious relationship between motivation and employee performance exists and that if employees are motivated, they will produce better. Also showed that better performance will lead to high achievements and will result in greater motivation as when employees are motivated and satisfied; they have the authority to do the job required openly. It is recommended that the company should establish performance standards for each job levels and conduct performance review timely and continuously based on those standards.Moreover, appropriate and practical trainings that aim at increasing line manager’s knowledge of the subject matter of performance management should be among the priorities in the human resource department’s periodic training and development plans. Through practice and feedback training, Line managers should be given the opportunity to practice rating and are allowed to compare their ratings with those of experts in the field
An assessment of the views of First-line Managers on the aspects of devolution of HR activities: the case of Commercial Bank of Ethiopia
(Addis Ababa University, 2015-05) Demlie, Gezachew; Assefa, Teklegiorgis (Assistant Professor)
The purpose of this study was to assess the views of First-Line Managers (Branch Managers and Customer Service Managers) of the bank on their level of involvement in HRM activities, rationale, challenges, and solutions of devolution including whether BMs and CSM differ in these dimensions. The target group from which 108 sample participants were selected was the two groups of First-line managers, namely Branch Managers and Customer Service Managers of grade IV & III branches located in Addis Ababa under the four District Offices. Using a self completed survey questionnaire quantitative data were gathered from 101 respondents and analyzed using descriptive statistics-means, frequencies and percentages. Interview was conducted with two key source persons in the HR Process of the bank; and the results were used to qualify the quantitative results. The finding shows that almost all FLMs believed that they were involved in HRM activities and that they had a moderate extent of involvement in HR activities of the bank. According to the finding respondents also perceived that they have slightly above a great extent agreement with the rationale of devolution, where as the challenges of devolution have not been that sever for them. FLMs believed to a great extent that the suggested solutions could solve problems relating to the execution of devolution. In the aspects of devolution BMs are found to have a greater involvement in HR activities and a more level of acceptance of the rationale and the solutions of devolution than CSMs had. However it is also found that the challenges are more sever to SCMs than BMs. Finally, the researcher recommends that the bank should work more to delegate HR activities to CSM than Branch Managers because it is these managers who are closer to employees than Branch Managers; that the bank’s management should work more on supporting FLMs in their effort to execute employee management responsibilities and , as the main focus of this study was examining the results provided by FLMs a further related study with more detail discussion on the differences between Branch Managers and CSMs as well as among different levels of line managers using appropriate statistical measurement technique has been recommended
Determinants of Turnover intentions of Employees: The Case of Ministry of Agriculture
(Addis Ababa University, 2015-05) Tadesse, Alemseged; Mohammed, Abdurazak (PhD)
Turnover intention is basically the manifestation of one's inner feeling about his or her job. In other words, it is an emotional state linked to one's job, which would effectively be translated into job behaviors, and in due course would positively or negatively affect the overall performance of an employee. In this context, the level of turnover intention experienced by the employee is greatly influenced by various personal, pull and push factors. The main objective of this paper is to identify factors that affect employee turnover intention, so the method that could be employed to investigate this problem is a descriptive survey. A quantitative method is used to assess personal, pull and push factors which are associated with turnover intentions. Convenience sampling is also used as a sampling technique. Primary data were collected from 286 employees using questionnaire methods. The results indicated that all factors (personal, pull and push) have contributed in the employees’ turnover intentions. However, pull factor have significantly contributed in turnover intentions in relation to others
Assessment of Professional Employees Turnover and Retention Practice The Case of Wegagen Bank S.C
(Addis Ababa University, 2015-05) Adenew, Selam; Debela, Tesfaye
The research work has been undertaken with the objectives of assessing factors of professional employee's turnover and the retention mechanisms in Wegagen bank S.c and offering suitable suggestions to control and prevent turnover of employees. Data was gathered from Head office and city branches located in Addis Ababa. Descriptive research design was used in this study and proportionate stratified random sampling has been used to select the samples. Both qualitative and quantitative method are employed in the present study. Primary data were collected using five point likert scale questionnaires and 205 respondents were properly filled and returned. In addition, interview was conducted with management of the HR department. Software that has been used for data analysis is SPSS version 20.0. Frequency and percentage method has been administered to analyze profile of respondents. Descriptive statistics such as mean and standard deviation was used to assess the facets of professional employee's turnover intention. The researcher has found perceived alternative opportunities, job satisfaction, pay and benefit package and leadership to be factors for professional employee's turnover in Wegagen bank. The study has given suitable suggestions to control and prevent professional employee's turnover in Wegagen bank S.c.
Practices and Challenges of Employee Engagement: The Case of Multichoice Ethiopia Limited
(Addis Ababa University, 2015-05) Abbas, Nebat; Debela, Tesfaye (PhD)
Employee engagement is a popular term among HR management professionals and academics alike. Research after research is done to establish why engagement should be on top of every executive’s agenda. This study aims at shading some light into employee engagement practices and challenges in MultiChoice Ethiopia Limited – a company that is engaged in the service industry whereby the result of having engaged employees is of paramount importance. The study was conducted using a mix of quantitative and qualitative methods. A census of 35 employees was made through a self-administered questionnaire, followed by focus group discussions in separate groups for employees, supervisor and managers. The major findings of the study are 58.4% of MultiChoice Ethiopia’s employees are engaged with a mean of 3.54 overall engagement levels on the Gallup Q12 questionnaire (Gallup, 2014). Among the engagement drivers classified as basic needs, management support, team work and growth, only management support has been found to have a statistically significant impact on employee engagement. The main conclusions of the study are that current engagement level is slightly higher than neutral level and the proportion of employees who are engaged are significantly lower than those who indicated that they were engaged in 2013. It has also been established that management support is the dominant driver for employee engagement
Determinants of Turnover in Terms of Intention to Leave the Case of NIB International Bank S.c
(Addis Ababa University, 2015-05) Abdella, Tewfik; Ejigu, Abebe (PhD)
The aim to conduct this thesis was due to the increase rate of employees’ turnover in private banks in the country. The objective of the study is to investigate Determinants of Turnover In Terms Of Intention to Leave in the Case of Nib International Bank S.C. In order to achieve this objective, the study employed both primary and secondary data sources. The primary data were collected by using questionnaires which were distributed among sample size of 318 out of 2240 staff working in eight selected branches and head quarter. The sample of study and data was analyzed by “Statistical Package for Social Science” (SPSS Window) Version 20.0. The tests involved are ANOVA, Pearson Correlation Coefficient and Multiple Regression. Using cronbach’s alpha coefficient, reliability was calculated to be 0.93. The validity was specified by calculating content validity and internal validity. Sample size was also determined all employees of randomly selected branches and was calculated by Yamane Taro (1967) formula. The data were analyzed and the findings indicate that, managerial controllable factors such as salary & benefit, poor supervisor support, lack of promotion and recognition, have negative impact on employee satisfaction and commitment also these results contribute in employee turnover in private sector banks. The general implication drawn from the findings is that, there is no formal retention strategy at the bank. This calls for the new initiative by the bank to come up with good retention strategy and redesign HRM policies that will achieve positive behavioral, performance and financial outcomes
Managerial Approaches to Age-related Differences in Work Values: The Case of Federal Documents Authentication and Registration Office
(Addis Ababa University, 2015-05) Habtamu, Tadesse; Jebena, Tariku (PhD)
Age diversity is a central theme in today’s complex, evolving workplace, which is explained by the differences of work values orientation in terms of age groups ((Blauth et al., 2011; Kooij et al). The better managers know employees, the more likely they are to have insight into their inter-relational comfort. Otherwise, failure on the part of managers to understand and adjust appropriately to age-related differences can result in misunderstandings, miscommunications, and mixed signal, and can affect employee productivity, innovation, and corporate citizenship thereby resulting in problems with employee retention and turnover. Therefore, the objective of this study is to explore the managerial approaches to age-related differences in terms of work values in the workplace for public organization in Documents Authentication and Registration Office. The study focused on identifying the instrumental and terminal work values of younger and older employees having equal sample size (210) in the age groups 18-29 and 30-60 years old, respectively. And, it also focused on identifying the managerial approaches, the ACORN imperatives, which are appropriate to this kind of issue. The study employed independent samples t-test to examine the variance in mean of the differences in instrumental and terminal work values of younger and older employees by testing their effect size. Regarding this, the result confirms that five instrumental and five terminal work values have been identified as the outstanding values of the younger employees which differ them from the older employees in DARO. In addition, the study further found out that three instrumental and four terminal work values have also been identified as the dominant values of the older employees that differ them from the younger employees in the organization. Besides, from the results of the study, DARO is not in a good position in implementing the ACORN managerial approaches satisfactorily in creating harmonious relations between the younger and older employees across the organization
Assessment of Employee Turnover: The Case of Sheraton Addis Luxury Collection Hotel
(Addis Ababa University, 2015-05) Tegegne, Zewdneh; Walombo, Woldemmanuel (PhD)
This research focuses on the assessment of employee turnover the case of Sheraton Addis luxury collection hotel. High staff turnover rate may jeopardize efforts to attain organizational objectives. In addition, when an organization loses critical employees, there is negative impact on innovation; consistency in providing service to guests may be jeopardized and major delays in the delivery of services to customers may occur. To conduct this research primary and secondary data were collected through questionnaire based on non -probability sampling in the form of convenience sampling technique were employed and available desk documents from the hotel respectively. From the analysis part of this study indicated that most of the respondents have the intention to leave the hotel due to routine job burden, due to its incentive and salary package is low, lack of clear promotion and employees are not involved in decision making. The research design used in this study was the quantitative approach, which allowed the researcher to use structured questionnaire when collecting data. A pilot study was conducted to test the questionnaire. The survey method was used in this study because the target population only composed of 267 employees. A high response rate of 98% was obtained using the personal method of data collection; questionnaire was structured in a 5 point Likert scale format. The Statistical Package for Social Science (SPSS) version 20 for Windows was used for statistical analysis of the main responses. The result of the findings indicated the highest factor affecting employee turnover was Employees’ Monetary reward. The study finding suggests that salary is the primary cause of staff turnover in Sheraton Addis. The findings highlighted that high staff turnover increases work load to the present employees in the department. xi. The study finding also showed that staff turnover causes reduction in effective service delivery to the customers and reflects negatively on the image of the Hotel. The recommendations highlighted that top management should pay a marketable salary to employees and the employees must be rewarded if they have achieved their goals. Top management should also develop opportunities for career advancement in the department. Top management should involve employees when they make decisions that will affect them in the hotel operation. Finally the researcher conclude that there is significant employee turnover and it affect the organizational performance, then the management should revise the salary scale, recognize employees individual and group effort and develop operational guidelines to retain employees of the hotel & increase its performance
A Comparative Study on Job Satisfaction of Academic and Administrative Staffs of Adama Science and Technology University
(Addis Ababa University, 2015-05) Solomon, Kalkidan; Mekonnen, Worku (PhD)
The purpose of this thesis is to compare the levels of job satisfaction between academic and administrative staffs of Adama Science and Technology University by testing the variables including the work itself, compensation, promotion, working condition, and supervision on job satisfaction. It is a cross case study of two groups of employees of ASTU which are academic and administrative employees. The study used a survey data collection method with sample size of (N=1180), 130 respondents from academic staffs and 160 respondents from administrative staffs based on stratified random sampling method. A quantitative methodology of descriptive type was utilized to analyze the data, and Minnesota Satisfaction Questionnaire were used as measuring instrument. The data gathered from the respondents were analyzed by using frequency, percentage, cross tabulation, mean and standard deviation. The result of descriptive statistics shows that both groups of employees are not satisfied in work itself, compensation, and working condition and are recommended to improve this area. But the academic staffs are satisfied with promotion and supervision than the administrative staffs. The chi square test result shows that the p-value of ‘the praise they get for doing good job’ is 0.061. Hence null hypothesis is accepted and conclude there is no significance difference between levels of satisfaction in administrative staffs on the praise they get for doing good. However the p - values of the way university policies are put into practice is 0.210 which is greater than 0.05. Hence null hypothesis is accepted and conclude there is no significance difference between levels of satisfaction of academic staffs on the way university policies are put into practice. Based on the data gathered during investigation, the researcher recommend that ASTU should provide purposive short term trainings to both groups, allow to participate in decision making process and facilitate employees transfer for academic staffs to other public higher educational institution in collaborating to other public universities. Since the study setting comprised two groups of employees in a single institution, future study could include more similar institution including private institution and other additional variables like work group relationship accordingly the study can be generalized widely
Assessment of the Employee Training and Development Practice the Case of Ministry of Culture and Tourism
(Addis Ababa University, 2015-05) Hailu, Mekonnen; Bekalu, wubeshet (PhD)
The major purpose of the study was to assess the practices and problems of training and development factors in the ministry of culture and tourism of Ethiopia. The major findings were the practice of conducting training need assessment was found not made properly. Most of training programs offered were short term off-the-job training. The system of evaluation by which the effectiveness of training program was assessed focused mainly on training evaluation after training by using training evaluation format and questionnaire and the evaluation level focus on trainees' learning outcomes level. Thus, in light of the above problems the following recommendations were forwarded. As it is known that in any attempt of the organization to achieve its objectives, planning is believed to be imperative. Therefore, it is suggested that the MOCT should incorporate training needs assessment, appropriate employee training program and create a conducive environment for the transfer of learning to work, and evaluation of training outcomes into their operational planning to alleviate the problem of employees training and development practices
Assessment of Reward System: On the Case of Federal Courts
(Addis Ababa University, 2015-05) Mekonnen, Dawit; Mekonnen, Worku (PhD)
The main objective of this study was to assess the reward system of Federal courts; while the specific objectives were: (1) To assess the financial reward system of the organization.(2) To assess non-financial reward system of the organization.(3) To assess the attitude of employees towards the Reward System. The study was based on both primary and secondary data in form of questionnaires and literature respectively. The study was descriptive in nature and it employed quantitative techniques of data collection system. In this study samples were selected based on proportional stratified sampling technique, after selecting the sample for the distribution of the questionnaire random sampling data collection technique were applied. And data was analyzed by using descriptive statistics frequency, percentage, mean and standard deviation in the table format. the findings revealed that, majority of the employees were Female, age group of 18 to 29, had a diploma and serve above 10 years in the organization. And both payment and benefit packages of financial reward scored below the minimum satisfactory point. Like the financial reward, the components of non-financial reward promotion, recognition, working condition and work content gained less than the minimum satisfactory point. Based on the findings this study concluded that both financial as well as non financial rewards provided by the organization were unsatisfactory and the employees were working in a state of dissatisfaction. Based on this, the study recommended that the organization should communicate its employees with regard to the current status of reward system provided by the organization also the organization must create an opportunity for its employees in order to participate on the formulation phase of reward system. in order to solve the existing problems with regard to financial rewards Federal Courts either press on Ethiopian Civil Service Agency to improve its current salary scale and benefit packages or federal courts should be an independent organization to formulate their own financial reward scale and package With regard to promotion packages the organization should lay down the foundation of fair, transparent and equitable promotion package. In order to enhance the moral of employees the organization should instigate staff appreciation and recognition ideas like selecting employee of the month, Golden hand shake, post thank you note on an employee’s door and include an employees in a special meeting
The Effect of Training Process on Promoting Quality of Hotel Service: The Case of Hilton Addis Hotel
(Addis Ababa University, 2015-05) Asrat, Meaza; Bekalu, wubeshet (PhD)
The purpose of this study was to examine and describe the effect of training process on promoting quality of hotel service. The study has important managerial implication for the company on how to promote the quality of service by providing effective training according to service quality dimensions. The study used mixed research approach. Employee in the service giving departments and customers who used accommodation was the target population of the study. Employees were selected on random sampling, department heads were chosen on purposive sampling while customers of the hotel were selected using convenient sampling method. Primary source of data for the study were questionnaire and interview while secondary data were books, journals and company documents like training manual and SALT survey. In conducting the study, 186 questioners were interpreted which were filled by employees in order to assess training PROCESS of the organization and how it affected their service delivery .In addition to that 108 questioners were analyzed which were collected from customers of Hilton Hotel to assess service quality. The study used document analysis, descriptive statistics and inferential statistics to analyze the collected data. The finding indicated that training program did not apply appropriate TNA method, suitable training and evaluation methods which affected the service quality. Finally, Hilton hotel were recommended to correct training need assessment methods, implementation and evaluation in order to maximize quality of service
The Effect of Employee Turnover on performance in the Banking Industry of Addis Ababa
(Addis Ababa University, 2015-05) Abdurezak, Feruza; Afework, Fisseha (Assistant Professor)
There are a number of factors on which performance of an organization mostly depends on and employee turnover is one of them. Employee turnover is the rotation of workers around the labor market; between firms; jobs and occupation and between the state of employment and unemployment (Abassi et al., 2000).Though this movement is seen as a normal cycle of employment, it’s a huge problem if its frequent and well qualified employees are leaving so the objective of the study is to assess the effect of turnover on performance and give possible solution to minimize it. It specifically finds out the reason to why employees leave; the effect that it has on performance; the HR attitudes with regard to turnover and the different mechanisms used to avoid it. The research is Explanatory research and the researcher have used stratified sampling method to select the sample that are representative which are 10 head quarters of different banks from the banking industry and from those banks 200 employees were selected randomly. Data from employees were collected on several variables that affect turnover including personal and demographic characteristics, job satisfaction; organization and work environment; salary and reward; and also job content using questionnaires which are composed of both close ended and open questions and data from HR managers were gathered through interview which makes the research a mixed(both quantitative and qualitative). The data that was gathered through questionnaires and interviews were analyzed by using a software package called SPSS. The researcher has found out that there is a high rate of employee turnover in the banking industry and this directly affects performance and to lose its competitive advantage and also there is a positive correlation between the level of turnover and its effect on performance. Therefore, the researcher highly recommends that the HR department should give special attention to voluntary turnover and need to make the necessary adjustment as to the attitude of their employees like using an effective way of recruitment and selection process, creating a healthy working environment, make a necessary salary increment; redesign jobs and use exit interview interviews and other methods to know why their employees leave at the right time and use the information acquired appropriately
Assessment of Performance Appraisal Practices in Sunshine Construction Company
(Addis Ababa University, 2015-05) Ayalew, Teshome; Tegene, Girma (PhD)
As it is known that whatever modern machine and equipment the company possess it is the human resource that gives life the goals and objectives of the company to be realized and the appropriate performance appraisal system is a basic tool to see whether the employees are in the way of achieving the ultimate goals of the company or not ,but performance appraisal practices have not received the degree of concern it deserves however the performance appraisal system seems to be less effective due to the lack of relatedness between criteria’s and job-description criteria’s which loads more to be subjective, unable to give opportunity to employees participation in setting criteria’s inadequate skill and knowledge of raters and less perception of appraisal by employees.

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