Assessing Employee Training and Development Practice in Case of The Motor and Engineering Company of Ethiopia (Moenco) S.C.
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Date
2024-09
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AddisAbeba Universty
Abstract
Businesses today face the challenge of coping with rapid changes. Human resources are key to gaining a competitive edge. Training and development practices enable organizations to build a skilled workforce and gain a competitive advantage. The objective of this thesis is to investigate the training and development practices employed by MOENCO. While many research show general positive relationship between training and performance, MOENCO likely requires deeper insights to understand the trends specific to the company and find out improvement areas. The study uses a mixed-method approach that incorporated both quantitative and qualitative methods to investigate MOENCO's needs assessment, trainee selection, training delivery methods, and evaluation practices. Among the total number of 571 employees a structured questionnaire distributed via email and paper surveys to a randomly selected sample of 320 respondents, with the goal of receiving at least 236 completed responses based on a statistical sampling formula. 249 employees returned properly filling the questionnaire which is more than the anticipated value attributing to more representation of the population. For respondents requiring clarification about the questions have received the explanation needed. The collected responses were combined, registered on a data sheet, and organized into tables to facilitate further quantitative analysis. The quantitative analysis of qualitative data method is employed using tools like Likert scale questionnaire, frequency, percentage, mean, and grand mean. The questionnaire responses were organized into tables, with the first section categorizing respondents by demographic characteristics. The second section used a 5-point Likert scale (1 for strongly disagree to 5 for strongly agree). The responses for this section were summarized using frequency tables to show the distribution of ratings, as well as means calculated for each individual question and grand means for groups of related questions. The grand mean (3.96) calculated from the survey questionnaire demonstrates the existence of well-defined training and development practice in MOENCO. A 3.10 mean reflects the training and development need assessment practices at MOENCO are characterized by objectivity and a focus on job-related aspects. The mean of 4.03 indicates MOENCO's training initiatives prioritize meaningful outcomes, which align with organizational objectives. Another response with mean 3.43 represents the company’s existing feedback mechanism however lack of considering personal interest of employees. In conclusion, it is found that MOENCO has well-designed training and development practices that are governed by the company's comprehensive policies, procedures, directives, rules, and regulations. The training and development needs assessment, program design, and trainee selection processes are all conducted in accordance with these established guidelines. This enabled MOENCO to stay competitive through all these years of business and still a prominent name of the field of automotive retail and service industry. However, there is always room for improvement, so it is recommended to regularly updating training, conducting environmental scans, collaborating with experts, trying new delivery methods, developing robust evaluation, aligning training with objectives and strategy, and empowering managers to support employee development.
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Businesses today face the challenge of coping with rapid changes. Human resources are key to gaining a competitive