Practices and Problems of Training and Development Programs Provided for Line and Staff Workers in Education Sector of Ilu Aba Bora Zone
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Date
2009-06
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Addis Ababa University
Abstract
The major purpose of this study was to assess the practice and problems of training and
development programs provided for line and staff workers in education sector of flu Aba Bora
zone over the last three years from 1998-2001 E. C. Descriptive survey method was employed to
conduct the research. Questionnaires, interviews and document analysis were used as data
gathering tools. Probability and non probability sapling methods were used to select sample
respondents, woreda education offices and zone education desk. Out of 22 (fwenty two) woreda
education offices ten (10) of them were randomly selected and zone Education Desk was
purposely included as a sample of the study. All available 130 (64 line and 66 staff) employees
were involved in the study from ten (J 0) woreda education ojfices and zone education desk. The
data were analyzed using percentage, mean and t-test.
The findings of the study revealed that woredas education offices and the zone education desk
found to have no formally set staj/training and development policy and there was no practice of
conducting training and development needs analysis. Besides, training and development
objectives were not achieved as per the plan and lack of awareness, adequate budget, training
facilities and trained man power were the major constraints to design and implement effective
and efficient training and development programs. Moreover, on-the-job and oj/-the-job training
and development methods were not exhaustively used and there was no system of evaluating
training and development programs in the organizations. From the findings of the study it can
be concluded that appropriate training and development programs were not designed and
implemented in the zone that can improve the knowledge, skill and attitude of employees and the
overall performance of the organization.
Based on the findings, the following recommendations were forwarded. Oromia education
bureau should develop regional training and development policy and provide technical
assistance to zone and woreda education offices in developing and implementing their own
organizational training and development policies. Needs analysis is the base for effective and
efficient design and implementation of training and development programs and helps to identify
the gap actual exists. Therefore, organizations should cooperate with public college (Metu TTC)
and private colleges and/ or organize committee that comprises representatives that have the
knowledge, skill and commitment from different process owners of their organization to conduct
comprehensive training and development needs analysis. More over, all employees in the office
should be aware of the benefits and cost effective nature of on-the-job methods through series of
work shops/seminars so that both employees and the organization can benefit from applying
these methods complimentary to off-the- job training and development methods. Mechanisms
such as using standardized format and other strategies should be set to evaluate the outcomes of
training and development programs. Finally, the education offices should include training and
development programs in its annual budget plan and a/locate adequate budget andlor develop
convincing training and development proposal and submit to non governmental organizations
like Men shin for men shin, World vision to obtainfundfor designing and implementing training
and development programs.
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