The practices and problems of human resource training and development in ethiopian civil service college
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Date
2011-05
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Addis Ababa Universty
Abstract
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.
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Keywords
Human resource training