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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Addis Ababa University


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.