The practices and problems of human resource training and development in ethiopian civil service college

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Addis Ababa Universty


The major purpose of this study is to assess the practices and problems of human resource training and development in Ethiopian Civil Service College. Descriptive survey method was employed to conduct the research. Stratified random sampling method was used to select sample respondents. From the total target population of 390 employees whose educational preparation is diploma and above, a sample size of 194 (91 admin. and 103 academic) respondents were selected. To gather data for the study, questionnaire, interview, document analysis and observation have been used. Out of 194 questionnaires distributed, 181 (93%) usable questionnaires were returned. Data obtained through questionnaire have been analyzed with descriptive statistics (Mean and frequency) and inferential statistics (t-test) supported using SPSS software version 17. 00. Moreover, the data obtained using interviews and from document have been analyzed qualitatively. The study revealed that the College has formulated training and development policy and has training and development plan, conducted needs assessment, selection of trainees and trainers, allocated training resources and the top management support for training and development are found to be in a good condition. Conversely, lack of clear trainee selection criteria; training evaluation criteria; communication of the training policy to employees; implementation of training development plans based on time schedule and evaluation of the training program are some weakness in the training practices of the College. Moreover, lack of worlang situation that facilitates transfer of training and staff turnover are the major problems of the college that needs serious attention. The study concluded that the College has well designed training and development program that has an exemplary role for other similar organizations despite some specific and easily amended limitations as stated above. Therefore, it has been recommended that the training and development policy and plan should be communicated to employees in detail and the plan should be implemented as per its time schedule. The College has to prepare clear and official trainee selection criteria approved by the Board and has to be made known to employees in order to reduce their grievances and confusion. Furthermore, the training and development program has to be evaluated by setting clear criteria to effectively measure the results obtained from the training program. The working situation that helps trainees to realize the knowledge and skill gained to the actual work situation should also be arranged. Finally, the College should give serious attention to revise its incentives system and identify other major factors that cause staff turnover and mitigate shortly to minimize this problem.



Human resource training